Organisational Change
With acquisitions always in the business news, and markets demanding rapid, constant and continuous change, our clients know they must maintain business-as-usual while planning and implementing complex responses to stay ahead of the game.
As the dynamics of change are now becoming better understood, broader cultural shifts are often needed which defy traditional management. Saff often experience initiative fatigue, not fully understanding what drives the need for change or the potential benefits. All this creates a real challenge for those leading change as they face personal uncertainties while driving transformations through capitalising on employee energy and commitment and addressing resistance or inertia.
We see change as a journey, where at each stage we work in partnership with our clients to provide a mix of support and challenge. This, allied with a good quality travel plan, enables them to feel confident in implementing changes and that desired outcomes will happen. The first stage is helping our client identify precisely what they want to be different. Real clarity encourages understanding of the vision, so that people are energised by it and progress can be properly assessed.
Our approach then builds on the current situation by using Appreciative Inquiry. People’s efforts and the positives of the current situation are recognised and respected, then utilised to build motivation. We help people recognise what will stay the same in their work life in tandem with what needs to change, generating ongoing commitment as they tie the two together. By focussing on constructive aspects, positive energy for change builds into greater creativity in identifying solutions to obstacles and difficulties.
By using and supporting others to use relevant tools and techniques the change process is well planned, managed, monitored and evaluated. In addition, we factor the human aspects of the strong emotions typically triggered by significant change into our balanced approach, leading to change that is implemented and delivered well.
We identify and engage different stakeholder interests and manage these different views. Where resistance exsits, we address this directly and promptly so that it does not fester – by listening, seeking to understand and incorporating alternative perspectives where possible. We do this by exercising leadership and holding to our client’s clear direction.
Working flexibly according to our individual clients’ particular requirements is one of our key characteristics, sometimes by being closely involved through the change process and, on other occasions, by providing periodic checkpoints to support internal managers as the journey progresses. This genuinely practical support gives management the capabilities and confidence to implement change effectively.
Case Studies
What our Clients say
As the dynamics of change are now becoming better understood, broader cultural shifts are often needed which defy traditional management. Saff often experience initiative fatigue, not fully understanding what drives the need for change or the potential benefits. All this creates a real challenge for those leading change as they face personal uncertainties while driving transformations through capitalising on employee energy and commitment and addressing resistance or inertia.
We see change as a journey, where at each stage we work in partnership with our clients to provide a mix of support and challenge. This, allied with a good quality travel plan, enables them to feel confident in implementing changes and that desired outcomes will happen. The first stage is helping our client identify precisely what they want to be different. Real clarity encourages understanding of the vision, so that people are energised by it and progress can be properly assessed.
Our approach then builds on the current situation by using Appreciative Inquiry. People’s efforts and the positives of the current situation are recognised and respected, then utilised to build motivation. We help people recognise what will stay the same in their work life in tandem with what needs to change, generating ongoing commitment as they tie the two together. By focussing on constructive aspects, positive energy for change builds into greater creativity in identifying solutions to obstacles and difficulties.
By using and supporting others to use relevant tools and techniques the change process is well planned, managed, monitored and evaluated. In addition, we factor the human aspects of the strong emotions typically triggered by significant change into our balanced approach, leading to change that is implemented and delivered well.
We identify and engage different stakeholder interests and manage these different views. Where resistance exsits, we address this directly and promptly so that it does not fester – by listening, seeking to understand and incorporating alternative perspectives where possible. We do this by exercising leadership and holding to our client’s clear direction.
Working flexibly according to our individual clients’ particular requirements is one of our key characteristics, sometimes by being closely involved through the change process and, on other occasions, by providing periodic checkpoints to support internal managers as the journey progresses. This genuinely practical support gives management the capabilities and confidence to implement change effectively.
Case Studies
What our Clients say
