Organisation Dynamics

Designing Organisation Performance

Organisation Change & Renewal

When the winds of change blow, some people build walls, other people build windmills.
Anonymous

Organisation Change

Change is a continuous process. As many of the changes that we face are small - e.g. the change of version of a computer package - or, even if large, take place over a long timeframe - e.g. a career in a large organisation - we tend not to notice or react. Other changes are so dramatic that they affect us directly – an economic downturn, an upheaval in your sector through a new entrant, or a major change in organisational systems can have a significant impact upon an organisation and its employees.

The ability of an organisation to take into account the impact of these changes on its people can materially affect the success of the overall change programme.
Stacks Image 351
Research by leadership consultants Pat Zigarmi and Judd Hoekstra at the Ken Blanchard Companies revealed that up to 70% of organisation change programmes fail1. Based on this statistic alone, many organisations would choose to stick with the status quo. However, as Einstein famously quoted, the definition of insanity is doing the same thing over and over and expecting a different outcome.

Organisation Dynamics will work with you to ensure that your change programme does not become part of this failure rate by:

i. Fully understanding the nature of the change intervention;

ii. Diagnosing the key change agents and roadblocks;

iii. Planning a structured change programme;

iv. Developing an appropriate communication and engagement process;

v. Monitoring, managing and modifying the programme as appropriate; and

vi. Conducting an extensive post-change assessment.

The more systematic and rounded an organisation change programme is, the greater the likelihood of its success. .

Organisation Renewal

Organisations that are going through a major transformation tend to focus only on surviving. However, survival is not enough in the long run. These organisations also need to ensure that they are ready to take advantage of any potential opportunities.  Renewing and refreshing your organisation will place you in the best position to both recognise and capitalise on any prospects that come your way.  Above all, organisation renewal recognises that the skills that allowed your organisation to survive will not necessarily allow you to thrive.

Organisation Culture

Culture is the sum of all our beliefs and values. It is what it is like to work at our organisation - do we really communicate with each other? Can we challenge the status quo? Do we give/get regular feedback? Despite the fact that culture can have up to three times the impact upon a successful change compared to rational interventions, organisation often ignore the fact that people change emotionally. For a change programme to be successful, it is necessary to balance the two 2.
In our best practice note, you will find research about the tools for defeating the denial that often prevents organisations successfully enabling a change agenda.
Ignoring organizational culture is like turning your back on the ocean. Sooner or later a big wave will hit you.
Anonymous
Stacks Image 199

2: Corporate Leadership Council: Driving Performance and Retention Through Employee Engagement
For further information on Managing Change, Renewal and Culture, please contact us directly through our contact page.
Stacks Image 879