Organisational Change Fitness Scan
A large investment house were implementing an IT Transformation programme. Although the project was on schedule and going to plan, employee engagement scores were dropping and the team were experiencing employee resistance. The team wanted to quickly understand the factors affecting engagement and have a robust plan to address these.
After an audit of project documentation, we conducted interviews and workshops with employees from across the organisation to understand and explore their experience of the transformation project. We engaged employees from all levels of the business ensuring a range of knowledge, experience and insight of the change programme. We were able to quickly unlock experiences, concerns and ideas which provided deep insight into the issues affecting buy-in to the programme. Detailed analysis of the discovery data allowed us to identify specific critical engagement factors which were detrimentally impacting employee engagement and hindering progress.
Our research findings report combined with the change acceleration people strategy enabled the project team to immediately create solutions to address many of the identified issues. Working in partnership with the business we delivered workshops to support employees to understand, engage and better transition through the change.
Executive Coaching
A respected Cancer Charity were implementing multiple change initiatives simultaneously, including culture change, process change and structural change. The director level community were responsible for the implementation of the change and the charity wanted to support them through the transition. Although all of the directors faced similar issues, their individual response to change, belief in ability to implement it and skills to engage/motivate their teams varied significantly.
Before engaging in the coaching sessions, we took time to fully understand the shared organisational change programmes and leadership challenges. This organisational insight allowed us to quickly build credibility with the director community in their first session. We used personality profiling and 360 assessments to explore and uncover strengths and concerns for each leader ensuring deep understanding and connection in the coaching relationship. Through the programme of coaching sessions we were able to support the directors to more effectively navigate the complexity of change themselves whilst also developing and implementing strategies to support their teams.
Board Effectiveness
An executive trustee board from a large retailer were preparing for a project which would place them under pressure and require them to work in a different manner with one another and their key stakeholders. Prior to starting the project the team wanted to explore their team dynamics to help them be better equipped to deal with the challenges.
Initially we took time to observe and understand the way the team were working in an unobtrusive manner. We then undertook 1:1 coaching sessions, informed by individual and team psychometrics, with each member of the board to gain insight into preference, experience and requirements of the team. Through analysis of all of the data gathered we established a clear picture of the teams shared strengths, limitations and blind spots.
Through facilitated workshops we supported the team to understand their ways of working. We explored how to enhance performance through greater utilisation of team strengths and development of strategies/commitments to overcome challenges. The trust developed through the individual sessions created a safe and supportive team environment in which individuals felt comfortable to share genuine thoughts and ideas. We continued to work with the board intermittently over the next 18-24 months to assess progress and support further development.
Performance through Instability
A services firm were in the midst of a culture change, following the appointment of a new CEO. In addition to the culture shift their management population were implementing organisational restructures whilst also dealing with significant market and technology change. The business wanted to develop a programme of workshops to equip their leaders and managers with the knowledge and skills to help them to better understand and lead through change.
Through interviews with key stakeholders we developed a clear understanding of the leadership shift required, the unique environment that the leaders were working within and the challenges they were likely face. Following this we designed and rolled out a bespoke range of workshops, which could be easily adapted to suit different levels across the organisation. The workshops helped to develop knowledge and insight into the psychology of change, including theories related to individual responses, values and motivators. Leaders were introduced to new skills and tools to help them to better manage themselves and their teams through change. The workshops provided Leaders with an opportunity to sense make and try new skills in a safe, supportive environment.
