Product details

By continuing to use our site you consent to the use of cookies as described in our privacy policy unless you have disabled them.
You can change your cookie settings at any time but parts of our site will not function correctly without them.
Published by: Ivey Publishing
Originally published in: 2016
Version: 2016-04-29

Abstract

In 2013, after almost three years of making organizational changes, the chief executive officer of Federated Co-Operatives Limited (FCL) wondered if he was pushing his unique company through a transformation too quickly or if he was not pushing hard enough to modernize the company. FCL was a co-operative, a remnant of a farmers' purchasing association that had grown to become one of the 50 largest companies in Canada. However, the company's financial success and democratic governance structure had lulled FCL into a situation characterized by outdated processes and systems. Information technology, branding, leadership, and talent management processes needed to be transformed, and a culture change was necessary to move forward. But some employees were resisting, possibly as a result of burnout due to the magnitude of change or the co-operative governance structure that complicated the process of change. The chief executive officer needed to address his employees at a questions and answers session about the progress of the transformation. What should he tell them?
Location:
Industry:
Size:
Large
Other setting(s):
2013

About

Abstract

In 2013, after almost three years of making organizational changes, the chief executive officer of Federated Co-Operatives Limited (FCL) wondered if he was pushing his unique company through a transformation too quickly or if he was not pushing hard enough to modernize the company. FCL was a co-operative, a remnant of a farmers' purchasing association that had grown to become one of the 50 largest companies in Canada. However, the company's financial success and democratic governance structure had lulled FCL into a situation characterized by outdated processes and systems. Information technology, branding, leadership, and talent management processes needed to be transformed, and a culture change was necessary to move forward. But some employees were resisting, possibly as a result of burnout due to the magnitude of change or the co-operative governance structure that complicated the process of change. The chief executive officer needed to address his employees at a questions and answers session about the progress of the transformation. What should he tell them?

Settings

Location:
Industry:
Size:
Large
Other setting(s):
2013

Related