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How we Engage with You

Our methodology is predominantly modern, collaborative, lean, and agile.  We believe we achieve more by tackling tasks in small, iterative cycles where we learn, relearn, and apply continuous improvement. You can expect the following from this approach:

  • Increased efficiency
  • Reduced bottlenecks
  • Fewer costs (and fewer surprises!)
  • Systems can adapt better and faster
  • Increased stakeholder visibility and strong interrelationships
  • Continuous improvement mindset
  • Increased team engagement.

When we start an opportunity with you, we accept 4 things:

  • Situations and challenges today are far more complex than they were in the past
  • “Done for you” only works for simple, linear situations
  • We don’t have all the answers, but we’re good a facilitation and collaboration
  • Working collaboratively in short decision cycles will probably get us to a better solution.

We start with the 3 C’s:

  • Our Commitment to help
  • Our Care for you and your business
  • Our Curiosity about the situation or challenge

Our Methodology

    Our methodology has 2 elements:

    • The Lean Change Cycle, and
    • Our Pyramid of Change.

    The Lean Change Cycle

    At the foundation of our methodology is the Lean Change Cycle, adapted from the modern and very popular Lean Change Management.  Whether we work on Holistic Change, Strategy Execution, Work-from-Anywhere, OKR Framework Implementation, or OD-as-a-Service, we are talking change.  We needed to have a basic methodology that is well-used and successful globally.  We chose the Lean Change Management process which looks as follows.

    We always start with “Discovery”.  There is little point in embarking on a change program without fully understanding the reasons for the change, the underlying issues and challenges, and the ultimate aim and outcome of the change.

    Through meetings, discussions, and assessments, where necessary, we get Insights into the history of the organisation and the situation and challenges.  We get to understand the levels of complexity, the different cultures and processes that exist, and a fuller picture of the environment in which the situation exists.

    From this information, through collective analysis and decision-making, we get to understand the different Options that may be available, the choices that need to be made, the capabilities needed, and the resources required for each of the options, and we decide which option will be prioritised first and how “success” will be measured.

    That becomes the first (or next, depending on where we are in the cycle) “Adaptive Move” and this needs some preparation before introducing and running for a period.  This is where “traditional” change management methods (Lewins, ADKAR, etc.) are generally used.  Then we review the result and provide feedback to improve the insights or to require further discovery.

    In this way, through short, collaborative decision-cycles, we get closer to a working solution, and build an adaptive organisation with the capacity to change and learn.

    ”The best way to eat an elephant in your path is to cut him up into little pieces”  African Proverb

    And, as the African proverb suggests, this is the best way to deal with today’s changes that are Complex, Continuous, and Transformational.

    Our Pyramid of Change

    The second part of our approach is based on our Pyramid of change and we call it “Holistic Change Facilitation”.

    In the past, so-called “traditional” change started half-way up the pyramid.  Think about it, somewhere in the organisation – IT, HR, Governance, Executive – there was a decision made to “change” something.  A new automated process from IT, a new recruitment process from HR, new policies on safety and security from Governance, a change to the business or operating model from the executive.  A team was put together to define the change, come up with a strategy and plan for the change, draft the whole process out and then, when ready to execute the change, a “change management specialist” was brought in to ensure that the people of the organisation were “changed”.

    The decision was made up the organisation, the change started with the processes and tools for change, but little or no consideration was given to those really impacted by the change.  It’s really no wonder that the failure rate for change has been so consistently high.

    Research over the past few years has shown conclusively that, if the organisation is not “ready” for change, is not Change Resilient, it is highly unlikely that the change initiative will succeed.

    This is our “Living and L♥ving Change™” Pyramid:

    We build from the bottom up to create successful and sustainable change.

    We start with changing habits, mindsets, and how we think and work with each other, so that the organisation is better prepared for the new tools and processes that we are introducing.

    The fundamental elements of change are Trust, Engagement and Psychological Safety.  Without these, leaders will have difficulty in getting people to align with the change.

    The capability elements are Communication and Collaboration.  Communication is the process of sending and receiving messages, and Collaboration is when a group of people come together and contribute their expertise for the benefit of a shared objective.  Both critical for successful and sustainable change.

    The enablers and drivers of change are the technology and processes that are driving the need for change.  And, everything in the pyramid below can, and usually does, impact the culture of the organisation.

    The outcome of any change should be improvement and making the organisation more effective.

    The Benefits of Our Approach

    Our method brings together the concepts of Agile, Lean Start-up and Neuro Science to create a feedback-driven approach that reduces waste and increases efficiency.  You can expect the following from this approach:

    • Increased efficiency
    • Reduced bottlenecks
    • Fewer costs (and fewer surprises!)
    • Systems can adapt better and faster
    • Increased stakeholder visibility and strong interrelationships
    • Continuous improvement mindset
    • Increased team engagement.

    Fill in the form below or, set up a time in our calendar for a chat.  What do you have to lose?  It could be a whole new window open to more effective and successful change in your organisation.

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