ORGANIZATION CHANGE

Services in Organization Change focus on the 4 Levers of Change: An organization’s Foundations, its approach to managing Change, its Culture, and the behavior of its Top Leadership Team. They are based on our definition of Organization Development
How we can help to transform your team or organization

  • Philosophy and Ethics: Together we will come up with a solid philosophy that the organization’s top team would refer to when the big strategic decisions have to be made. Here we answer questions related to why the organization exists, what it stands for, and what its social responsibility is.
  • Vision and Aspiration: We facilitate to bring about a clear picture of what the organization’s vision and aspiration for the future is. This is a vital exercise that creates a smooth pathway for the organization to ensure business success now and in long-term scenarios.
  • Mission and Direction: An assessment of the organization’s current Strategic Plan is carried out and results are compared to its futuristic vision. This would determine whether the organization is in the right direction and on track with its vision, and a Strategic Change Plan would be created.
  • Strategic Intent and Goals: We will together create a Strategic Plan based on a statement called the Strategic Intent that defines how the organization intends to achieve its current mission. Broad and specific organization-wide goals will be identified to support the Strategic Intent.
  • Core Values: A facilitative process is used to uncover deep beliefs about work ethic, team unity, and individual freedom. We examine socio-cultural values related to interactions between individuals and teams and determine how this affects business relationships with external parties.
  • Environment: We look at the work environment and whether it is conducive to what the organization needs to achieve. Questions about whether the cultural environment allows for individual creativity, freedom to express ideas, and the ability to initiate change will be examined leading to a Change Plan.
  • Norms and Attitudes: Through a unique process, we would help the client realize the conscious and subconscious norms and attitudes entrenched in the organization. With a Behavioral Reinforcement Plan, current norms and attitudes can become highly positive to bring about renewed spirit.
  • Politics: By way of observation and confidential group processes, negative politics and power play in the organization will be assessed. The goal here is to create openness, transparency, and trust within all systems and people with a process that aims to break barriers, eliminate fears, and reduce blame.
  • Planned Change: We would help the organization develop a process for effective planning, coordinating, and implementing change that is intended and planned, e.g. new technology. This strategy can then be applied to major impending changes without external assistance thereafter.
  • Radical Change: Change that is radical in nature, sudden, unexpected, and confronts the organization with key questions that need to be answered quickly can be facilitated. A good example of this kind of change is a merger or acquisition, which requires new communication flow and goals.
  • Resistance and Readiness: Resistance to change is a major roadblock to organisational success, and this service aims to overcome resistance from all sections of the organization. The process here is to bring the organization and the individual to common ground and move from resistance to readiness.
  • Market-Induced Change: Similar to radical internal change, except that this is propelled from external market factors. Sudden political, economic, and social change might bring about new business rules that now need to be understood internally. Global expansion and new markets are also managed.
  • Leadership Behaviour: A top team-building initiative that looks into current leadership behaviour and how it impacts the organization’s success internally and externally. A new introspective awareness is brought about with the aim to increase delegation to lower levels and reduce micromanagement.
  • Team Alignment: We work with the top management team for the purpose to unite each member to the organization’s philosophy, vision, mission, and goals. The idea is not really for each member to have the same view, but for the team to understand each others’ perspectives and embrace the best one.
  • Decision-Making: Top leaders of the organization are facilitated to develop a clear decision-making protocol that would involve looking at the organization’s philosophy and value-system. This ensures that decisions are taken for the best interest of the organization instead of individualistic impulses.