Good advice comes from understanding not only what is possible but also what is feasible. Your culture determines the “places you cannot go”, as economically attractive they might be. Introducing change needs to be mindful of this.

How do you “tick”?

Companies are living, breathing organisms. They have their own ideas about the world, about the way they want to work together, about what is right, what is wrong. They have orthodoxies and myths. They are rich social constructs.

They are not machines!

We spend time together to understand the peculiarities of your culture, of your organism, so that we can give you advice and help that will actually resonate with the troops. Remember this ad by IBM on the right? Does that look like a successful change initiative?

The quality of your people will determine the resilience of your organization. People that feel understood are more motivated. They make better decisions when they understand why change happens instead of being told.

Successful change comes from honoring the people you want to change, by taking them serious, by making every effort to speak in their tongue.

What will work with your folks, what not?

Big Surprise: There are several ways to introduce change to an organization. One of the frameworks we like to use is the Competing Values Framework. It identifies four archetypes of organizations: the “Clan”, the “Hierarchy”, the “Adhocracy”, and the "Market”. They exist in mixed forms in an organization and determine how well this organization will deal with corporate-level change. Especially the work of Cameron and Quinn in “Diagnosing and Changing Organizational Culture” has been a guiding handbook for our work.

We apply these proven tools to get a thorough and formally sound understanding of the feasible and effective change strategies for your team. From there, we can design the initiatives.

What is your stomach for change?

Change comes in all kinds of shapes and sizes. Sometimes, a big leap is what is needed. Sometimes, small steps need to be taken to move the organization. Sometimes, some parts move faster than others. It is our objective to understand the fluidity of your organization, its ability to deal with a changing context.

From that insight, we can help you design a change initiative that will have an increased success rate.