FOCUS : Organizational Change
Change is happening constantly... as are attempts to "manage" it. Traditional change management methods often focus on senior-most leaders and follow an Assess-Build-Implement approach with checklists of activities requiring extensive consultant and project support. An alternative is an Engage-Design-Shift approach, equipping members of the organization to manage themselves, attend to only what will truly make a difference, and develop self-sustaining collaboration and momentum.
Our methodology has been developed over time to illuminate the key areas of inquiry that colleagues can discuss when planning change events. This approach has proven especially useful for HR and internal OD groups, who are often asked to "drive change" and offered few options for meaningful contribution.
Recent Case
Engaged by senior leadership of a $4 billion communications technology firm operating in over 30 countries enjoying 30% per year growth. The stated desire was to provide the means for HR generalist staff and company management staff to better equip themselves to make more business-relevant, timely, and purposeful contributions to advancement of the company strategy. Wanting an increased competence in change management but unsatisfied with traditional models and training programs; they requested a unique approach based on inquiry.
Used our existing methodology which identifies the key areas of inquiry to allow successful organizational, group or individual transition. Adapted the methodology to mirror the language in use at the client company, giving them one shared approach.
Developed a three-day workshop that produced:
1. a subjective experience of transition, as well as an objective way to understand its stages as well as appropriate interventions
2. An analysis of, and grounding in the company and HR strategies (as well as discovery of the places in which the HR strategy and current action is insufficient to meet the requirements of the company strategy)
3. The understanding and application of a single methodology that is: based on inquiry, can be used at the individual, group, and organizational levels, and can be used to understand and diagnose past action; analyze current action, and plan for future action.
Participants have reported that they feel equipped to partner in planning for and responding to change. Further, they feel confident in having a useable, relevant methodology. Senior leadership has reported that the process has fostered the engagement and commitment of staff in taking action toward and ownership for company success.