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We can work with your on-going change initiatives

We work with restructuring, re-engineering, customer service orientation - any initiative which requires a shift in attitudes and behaviours in addition to the actual mechanics of getting it right.

We can work with the Chief Executive and the Executive Management Team to produce a contextual shift in the organisation to a new state that becomes self-sustaining and shows improved performance in all of its activities.

Times of change put great stress and strain on all employees, though it is often managers and executives who take full responsibility for the changes. One-to-one coaching and mentoring is a recognised and powerful way of maximising people's contribution to the change effort.

Team development in times of change can be the deciding factor in whether or not a team is going to be contributing to the organisation's success or to its failure. New ways of team working necessitate new ways of team learning and development.

Individuals and teams within the organisation all need to be aligned to the goals of the organisation. There are many ways in which the system can be made more effective by attending to the breakdown in communication and information flows across departmental and divisional boundaries.

For change to be successful and self-sustaining there needs to be feedback loops and learning loops installed into the change process at an early stage together with the willingness and openness of those driving the change effort to engage in meaningful inquiry based on valid data.

Dealing with the way the organisation responds to change (be it with enthusiasm or resistance, overload or conflict) is a critical predicator of the organisation's overall ability to make effective change stick. It is the grist for the mill of organisational transformation.

All of our Individual and Team Programmes can be transferred, through training and supervision, to internal change agents and others, enabling the client organisation to choose the degree of its self-reliance and inter-dependence on its consultants.

By focusing on the conscious and unconscious processes which block energy and diminish the organisation's effectiveness we constructively confront and re-integrate the organisation's shadow elements. These hold the key to creativity and wholeness, enabling the organisation to operate more fully and transformatively.

 

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