We have a unique 3 - phase intervention for supporting planned changed in an organization.
It is a comprehensive strategy which
improves the organization's problem solving and
renewal processes, particularly through a more effective and collaborative
work culture.
- Enthusiasm and satisfaction in the employees.
- Candor, trust and support where problems are brought up, in contrast to "sweeping things under the rug".
- Synergistic solutions to problems. Synergistic solutions are creative solutions in which 2 + 2 equals more than 4, and through which all parties gain more through co-operation than through conflict.
- Level of self and group responsibility in planning and implementation.
Broadly, We Aim to Increase:
Phase 1: EQ and Self-Leadership
Focus is on personal growth and empowerment
1. Objectives: Know Yourself
- What are my triggers which send me to fight/ flight reaction?
- How do I impact others?
- How can I find the calm in the storm so that I can stay focused on my larger purpose?
- How can I keep bridges of communication open during difficult emotions.
2. Process: Action and experience oriented learning
- Participants enact situations of every-day professional life.
3. Outcome:
- Analysis of data collected - What is the shared background of the issues members are bringing? What are trends about the 'way we work together?'
- Develop practical solutions/ alternatives - Practice new behaviours and test them by applying to real situations.
Phase 2: Team Development
Focus is on developing group dynamics so that team is able to function smoothly
1. Objectives: Better alignment, collaboration and cohesion between various groups and functions
2. Process: Through experiential processes, we explore:
- How well does our cooperation work?
- How do I feel in the team?
- Who takes ownership, and who stands in the periphery?
- How are disagreements and conflicts handled?
3. Outcome
- Building of group cohesion.
- Raise awareness of established role patterns, and if necessary, change them
- Collective building and acceptance of team norms, values and goals.
Phase 3: Organization Development
Focus is on supporting planned change in the organization as a whole
1. Objectives: Optimization of-
- Structures that determine organizational processes (communication channels, definitions of tasks and roles).
- Mission statements, visions, goals.
- Organizational, leadership or communication culture.
- Learning ability of the organization.
2. Process:
- We get people involved in the change process by acknowledging their wishes and ideas.
3. Outcome
- Long range effort to improve the organization's problem solving and renewal processes, particularly through a more effective and collaborative management culture.
Because of the furious pace of change today, difficult relationships sabotage more business than anything else. It is not
a question of strategy that gets us into trouble; it is a question of emotions.
~ John Kotter, Harvard Business School