Change Management

• Planning growth and change

• Successful Change Management through Emotional Intelligence

• Culture Change
   
• Strategic Change Advice

Planning growth and change

How can we agree vision and objectives; what has to happen, and what are the priorities?
We need to move forward: but

• what vision will inspire and motivate staff?
• what are the priorities for change?
• what is important to retain?
• how to make it happen?
• who needs to be involved?
• how can we achieve all this with limited time and effort?

Objective:

• Reach agreement on where we are now.
• Understand what needs to change and why.
  (for example: culture, activities, relationships, organisation)
• Agree the timescale and activities likely to produce the change.
• Commit to a plan for action - or at least what needs to be done to achieve this.

Workshop content

This will depend on the situation at the start of the workshop.

For example, it may be helpful to understand the current culture(s), before trying to initiate change. An early activity may be to quickly map the current culture, if this has not already been done.

The environment of the change will be mapped out, and the degree of consensus established on:

• vision for the future
• the nature and extent of the change
• the ways by which the change is to be achieved

Successful Change Management through Emotional Intelligence

A 2-Day Course designed to enable you to develop and deliver effective change management
Learn how to develop and deliver successful change management
Participants develop their change management skills through a highly interactive workshop. Participants take away an action plan for initiating an effective change management programme in their organisation.

Learn How To :
Map out exactly where you want to go – outputs, behaviours, culture
Measure the gap between now and where you want to be
Develop comprehensive levers for change
Overcome common obstacles to effective change
Plan an effective programme for change
Address key people criteria crucial to the success of change programmes

Often change programmes stumble because key people criteria are not addressed. This Two Day Course includes tools for dealing with the most common reasons for failure – people.
 

Culture Change

Defining your current culture and identifying how to move forward

Developing your culture

You know when you're comfortable with the way an organisation or voluntary group "feels", and you know when it doesn't seem right. But it can be hard to define this, and harder still to make changes to it.

A culture development workshop enables you to hold up a mirror to your organisation, and agree what makes it different. Workshop participants have found it very helpful to see the real culture ("as is") in words and to recognise what they like about it. You can then see how to strengthen what you like, and to fill the gaps to provide the culture that you really want.

Leaders of groups may find this process challenging, but will find that the insights gained will be of enormous help in their development of their leadership capability.

Objective:

• Understand how to identify culture
• Reach agreement on the culture as is
• Explore how the culture may need to develop and change
• Consider how to achieve the culture change

Workshop content

• Mapping culture; components of culture
• Difference between culture and vision
• Current culture
• Reconciling different views on culture
• Matching culture to external environment
• Possible changes
• Achieving cultural change - which actions produce which effects

TAKING IT FORWARD

Many organisations find the following:

This process will not invent problems or discord.
Where there are problems (every organisation has them) it will make them more visible, give you ways of talking about them, and hence allow any discussion about them to.
What there is to act upon, and what you do about it, is up to you.

Strategic Change Advice

Depending on the scale, scope, nature and speed of the change required, major changes can be managed as either a single change project, or as a major change programme (essentially, a combination of projects, in which the considerations in our "Programme Management" services section apply.)

In either case, we will be pleased to act as your strategic change guide. We will help you to

• Map out exactly where you want to go – outputs, behaviours, culture

• Measure the gap between now and where you want to be

• Develop comprehensive levers for change

• Overcome common obstacles to effective change

• Plan an effective programme for change

• Address key people criteria crucial to the success of change programmes

"In my youth, my imagination had no limits. I dreamed of changing the world. But as I grew older and wiser, I found that the world would not change, so I decided to change my country. But it, too, seemed immovable. So, as I grew into my twilight years, in one last attempt, I settled for changing my family; but alas they would have none of it. Now on my deathbed I realise that - if I had only first changed myself, then by example, I might have changed my family, and through my family changed my country, through my country changed the world." - inscribed on the tomb of a bishop in Westminster Abbey^[1]

We believe in personal change as a start-point for change elsewhere.
Do you?
If so, call us!

[1] (and thanks for this quote to "The Word for Today" by United Christian Broadcasters Feb-April 2001, PO Box 255, Stoke on Trent, ST4 8YY, England, website www.ucb.co.uk. UCB ask, if we quote from their work, that we make known the UCB address and make clear that free copies of their daily Bible notes are available from them). [Go back]