Organisation & Change

There is no one true change model. Every organisation needs to change because you can’t be static in a shifting world. Trying to control and manage change in a complex system is unproductive: working intelligently and flexibly with the unpredictable nature of change is more useful.

We’ve found that working with the energy there is, working appreciatively, and then growing from strength into more difficult areas is a more helpful way to generate positive outcomes than the deficit based approach of many change programmes. Whilst also recognising that genuinely delivering change involves engaging with the informal, as well as the formal, parts of any organisation.

As your Thinking Partner we help you to

Define the change you need so that everything can be focused towards delivering that outcome.
Develop the senior team to help them really understand, and embody, the role that they need to play in leading the function or organisation through the transformation you’re seeking to achieve.
Design an organisation structure that builds on how you really want the organisation to work. We put the target operating model at the heart of any structural change.

Unearth the unconscious change models of your organisation that impact how you’ll view the change you’re trying to bring about. How do these help deliver your change or is there a better way?
Identify the culture you have and the culture you really need to deliver your transformation.
Frame your change as a continual learning process where the organisation becomes stronger and more able to change by working reflectively with it.
Engage people in the change – do it with people not to them. This includes respecting the reality of emotions and fears – driving a change through without attention to this won’t work.

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