Today we’d like to introduce you to Heather Stagl.
Heather, can you briefly walk us through your story – how you started and how you got to where you are today.
I started my career as an industrial engineer, focused on process improvement and efficiency for a manufacturing company. I quickly realized that without engaging people, improvements are futile, and that people can’t really be engineered. I went back to school to learn about leadership and change management, and was lucky enough to have a boss who let me apply what I was learning at work. I worked with executives on developing and executing strategy, implemented process improvement teams, and increased employee engagement. Over the course of 7 years, I went from being the Industrial Engineer to being the Director of Organizational Effectiveness and Industrial Engineering. A strange combination that somehow made sense.
When my family and I moved to Atlanta, I joined a strategy execution consulting firm as the manager of their Executive Working Group Program. The funny thing is that almost none of my clients were executives. They were all people who had been delegated the job of implementing strategy, without really having the authority to get things done.
Through my interactions with them, I realized that the challenges involved in implementing change at work are universal.
One day, a client said, “This stuff you’re teaching us is great. But I still have to figure out how to make it work in my company.” The light bulb appeared above my head that this was an unmet need. I started Enclaria in 2009 to help change agents make a bigger impact at work by providing practical tools and approaches to make things happen, no matter where they are in their organization.
Overall, has it been relatively smooth? If not, what were some of the struggles along the way?
When I first started, few organizations recognized change management — a set of activities that enlists people to achieve results instead of making them victims of change — as a necessary capability. Over the years, more leaders have realized that they need people with change and influence skills to get things done. Even now, there is a misconception that all you have to do is communication and training to get people to do something new. There’s really a lot more analysis, coordination, and alignment that needs to happen to enable change.
Enclaria – what should we know? What do you guys do best? What sets you apart from the competition?
Enclaria helps individuals and teams influence change at work. Training programs provide the tools and skills to design and influence change. Team facilitation walks groups such as leadership teams and project teams through the process of recognizing the impact of change on the organization and identifying how they can best implement it. Coaching behind the scenes helps individuals figure out what they can personally do to gain support and make an impact. And for those who prefer to do it themselves, there is the Influence Change at Work™ Toolkit.
Change happens through small acts every day. My biggest thrill is helping clients have “aha” moments when they gain the clarity that gives them the confidence to take action, and seeing those actions add up over time to deliver concrete results.
What is “success” or “successful” for you?
Success to me is helping others make a positive difference, however they define it. The more people I can help feel like heroes for their organization, the more successful I am.
Contact Info:
- Website: http://www.enclaria.com
- Facebook: http://facebook.com/enclaria
- Twitter: http://www.twitter.com/heatherstagl
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