Market requirements, Customer demands and needs, technological as well as social developments are put in context with the current organisation exposing an initial view on change needs.

The purpose of the organisation is revisited and put in context with the needs and demands. Underlying differences in understanding are exposed. The second view on change needs is revealed.

Time-consuming and time-wasting activities are simplified – creating space. These are activities that have an impact on positively charging the value set and purpose.

The topics of change defined in the previous steps are now ready for implementation. An iterative implementation approach makes sure expectations math results.

Your organisation is facing the challenges of having to adapt to a changing environment. Be it from digitization, social change, mobility, political influences or others. No one can really tell what will influence your organisation most, or even challenge the very business model. So how does an organisation need to respond? Or is it rather, how does it need to be as an organisation so as not only to be able to face the challenges but be ahead of them based on its people and its modus operandi.

Deliver strategies, methods and tools to facilitate the change of an organisation from its current status to an adaptive, innovative, attractive and effective organisation. In which employees cant await to come back on any Monday to resume their journey. Where the employees are the strategists and controllers. Where growth and profit are results but not the driving factors.

We research and analyse a heat map of maturities in short workshops with you and selected members of your organisation (selected by a set of criteria). Maturity of values, codes and of processes that are defined by our model and ratified by you. This map is then connected with implications that define the further approach and the basis for the set of  project hypothesis.

Understanding of the system. Understanding the context of values, codes and processes for your organisation. Understanding of the positioning of the employees to the organisation. Insights into the maturity of your organisation. Basically the temperature of your organisation, how it comes about and a fair idea of how to proceed.

There are many ways to go about designing change. Understanding the system means understanding that all parts are interdependent. It means that applying pressure causes the system to resist. It means that unexpected results may come about. Our approach is designed to make change management a part of the change itself, make sure to take steps that are palatable and facilitate across topics that are part of day to day process.

Adapt strategies, methods and tools to fit your need for the change of your organisation from its current status to an adaptive, innovative, attractive and effective organisation.
This part does not change.

Design options defining the levers to use to commence the journey. Define the tools and methods to use for those options. Describe the state we will experience after those steps have been taken.

Decide on an option and move to implement.

A leadership vision, clear options and all the required tools to begin the implementation.

The preparations are done. You have decided which option you would want to follow. Now it is the time to kick-off.

The depth of our involvement depends on you. We believe that the success depends on how much identification your employees develop, to what extent they are part of the journey and not just the objects to change. Thus, implementation activities should to be driven and controlled from within, at some stage by the entire organisation.  Generally we accompany the implementation journey checking results against the leadership vision and expectations. Adapting methods and tools. Defining the respective options for the next leg. Or just be a sparring partner for your team.

It is a game of utilising the tools and methods, checking results and defining and redefining next actions. Avoiding disruptions and balancing the expectations and results. Making sure the basic understanding from the leadership vision is not lost.

In the first iterations – results focused on delivering security, management accountability and respect toward the members of the organisation. The following iterations will involve more members of the organisation, more levers to change and continue to increase the respective maturity levels. In this way incrementally moving your company to the desired level of adaptability, innovative capacity, making you attractive for existing and new employees, customers and partners as well as effective in your operations.