How do we create value?
We believe our primary roles are to help you lead change and build your change leadership capabilities. We do this by transferring our knowledge and skills on how to align mindsets, actions and behaviours to support and achieve your goals. We are your coaches, advisers, teachers, motivators and heavy lifters – whatever you need to lead change and be your best in times of transition.
How do we approach change assignments?
We use a simple and powerful framework for each project. It parallels the four phases of a change initiative:
1. Figuring it Out: Understanding the change, it’s objectives and risks to success
2. Planning for Change: Creating a plan for governing and mapping what needs to happen by when and by whom
3. Managing Change: Delivering the plan including engaging stakeholders and removing barriers
4. Making Change Stick: Embedding the change into regular routines
What is our change framework?
Most clients ask us what change methodology we use. We have found that using one approach is limited and better results are gained by using a blend of approaches and tools that have been successful in our collective pasts. Often, we will design new tools that best fit the client’s needs.
Each assignment begins with a briefing session on the organization and the impending change. A proposal is created based on our understanding of your needs and the outcomes that you seek. The first step of a successful change is to make sure that we fully understand the change and that our initial assessment is accurate. Once we meet with you to confirm our understanding and align on the scope and the assignment, we develop a roadmap outlining how we will manage the work you would like us to lead, including success requirements and reviews.
Steps Approach Tools
For complex initiatives and transformations, we recommend completing an internal diagnostic before creating the roadmap to confirm the scope and identify enablers and risks to successful implementation.
All assignments include post-change support requirements for the change to embed and realize the benefits. Also, each assignment includes a post-change assignment review, including lessons learned and recommendations for ongoing internal support.
