Our approach
to make cultural change and business transformation happen.
Design change from bottom-up
When executives decide to launch a new product, plan to restructure or introduce new culture, it is hard to predict how successful the change initiative will be. Even though they have mapped out the processes, and have selected the sponsors and the ambassadors at all levels in the organisation, these initiatives do not in themselves change what people actually do and say. They may get people enthusiastic about the change, but enthusiasm is no guarantee of successful transformation.
Use behavioural science to be more efficient
Although it is impossible to make an accurate prediction of the future, systemic steps and methods can increase the chances of successful change, setting the right expectations, learning as you go and shaping the project. Behavioural science can help us improve business outcomes during change.
Make change last
Ultimately, the new ways of working must be consistent with structures, processes, incentives to make new initiatives last. The program makes proper alignment of the environment to ensure sustainable operation.
Program structure
Defining objectives and understanding people dynamics
We will clarify the goals, review the resources available and their level of commitment. We identify priorities and key actions and use them as initial information for those working at lower levels in the organisation. Members of the change management team will have a common understanding of:
1) the expected business objectives and the process for measuring them,
2) the role of key people who will influence others in the organisation during change,
3) the leadership behaviours expected from them.
Designing appropriate behaviours
New outcomes require new behaviours, so we define the expected behaviours. We agree on how to give appropriate feedback to employees to encourage repetition with positive consequences or giving corrective feedback to stop unwanted behaviours. We equip managers with the necessary skills and tools through workshops, coaching, focus groups, etc.
Implementation, activation
It is key for any change to design consequences to encourage or discourage behaviours. Leaders and key influencers help mobilise others, comply with the new ways of working. We measure, report and fine-tune the shift in behaviours regularly to manage based on appropriate evidence or overcome obstacles that may arise.
Consolidating change
The new tools and concepts need to be integrated into business planning, leadership development, talent management and other core activities the company uses to assess and incentivize performance. Sustaining change is supported by Act2Manage, our state-of-the-art behavioral change application. Our experienced team in change management and leadership development ensures that the project does not go into decline once we moved on.
Results
Observable change
Practice and experience orientation ensures that managers apply behaviours in their jobs.
Sustainable performance
The 10-14 month long process makes formulation of new habits possible.
Measurable impact
We can measure the shift in behaviours by our top notch behavioural change application.
Outcomes in company context
Reflections and on observations on behaviours support peer-to-peer learning.
Repeat it anytime
We teach participants how they can build better solutions on their own after we have left.
More resilience
Understanding how behaviours effect our attitude to changes makes people more resilient.
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Clients trust us
to support their managers
