change management
Our change management programme is a comprehensive and sustainable business transformation process undertaken over a 12 to 24 month period.
The outcome of a change management programme is an organisation that can manage change by being flexible and adaptive. A high value is placed on performance and the achievement of objectives at all levels. The resulting culture supports innovation, team-working and appropriate levels of risk-taking.
structured approach, sustainable change
Our approach to change management is based on good practice and is underpinned by research. Change cannot be imposed; hearts and minds need to be won over. We follow a four stage process to bring about sustainable change.
investing in future success
Developing a high performing culture is an investment in future success. Research shows that adaptive organisations enjoy much greater success than non-adaptive organisations.
Passive defensive cultures tend to maintain the status quo and struggle to bring about constructive change. Rules may be considered more important than ideas; there is often an aversion to risk-taking and difficult problems are best avoided!
Where aggressive defensive cultures are found, the emphasis is on forceful behaviours. Little value is placed on people, blame cultures frequently operate and turf wars can drive decisions. While some success may be enjoyed in the short-term, this culture has a damaging effect on performance in the long-term.
what is included?
Our organisational change programmes are tailored to the needs of individual clients. The following elements are typically included:
four stages of change
initiate
Initiation of change is often triggered by external events such as losing a major customer. Consensus for change needs to be built by gathering, analysing and sharing information relating to the internal and external environment. A culture audit would normally be completed at this stage.
plan
A plan for culture change includes the identification of levers for change, setting cultural targets and clear descriptions of outcomes. Mission, vision and values are developed or clarified. A diverse, credible culture working group steers the programme. Ongoing communication of the vision is crucial.
implement
Resources are allocated and plans refined; the programme is cascaded through the organisation. Systems, structures and policies are aligned; training is provided; upward and downward communication is established; early wins need to be identified. The culture working group needs to meet regularly to guide the process.
sustain
Lessons learned are shared and documented. Energy and momentum has to be maintained; culture change processes are evaluated for effectiveness and mechanisms are established to maintain the gains realised.