Change is most effective when it comes from within. When people believe they can change and can shape it to their needs and preferences. Managing change is therefor mainly creating and facilitating a process that helps deliver on the change and make sure it produces collective outcomes that are aligned with the organizations purpose and strategy.
Our preferred approach to change or organization development is that of 'co-creation'. When co-creating, leaders, mangers, employees and clients or other stakeholders create new routines, new ways-of-working in interaction with each other.
The preferred approach to collective change or Organization Development is a positive one: Appreciative Inquiry. The logic of investigating what works, explore that further to understand what made it work and then envision a possible 'end state' proves to deliver results every time we work with a client. It builds upon the power of Story telling and requires active listening, from genuine interest. This produces additional results such as longtime colleagues who find hidden treasures in each others' passions and areas of interest and expertise. It makes the change stronger and more sustainable, by building mutual trust and true understanding. onship building.
To manage projects that a by nature less predictable and are based on (action) learning, an Agile-style approach is taken. Short "sprints" and rapid prototyping and testing adds to the strength of co-creating new ways-of-working with a constructionist approach.
Online interaction and facilitation
Since Covid-19 has shaken up the world as we knew it, online collaboration and - communication has been proven possible. We have explored the possibilities and boundaries of facilitating change online. Based on our learning, we have developed new concepts and interventies to accommodate remote teams, a-synchronous interaction and online relationship building.