Change Management

Formal and informal aspects of Change

Organisational processes are defined by formal procedures and systems, but many interactions between people in a company are ‘informal’ and people behave in unpredictable ways. Therefore effective change requires not only attention to formal processes and structures but also to the informal interactions which happen within the firm.

Resistance

Change processes can lead to resistance, particularly from people who feel they are not being listened to or cannot raise their concerns and speak about their anxiety. If these needs are addressed resistance can give way to acceptance, buy in and a willingness to let go.

Leadership is key

We see leadership as the critical aspect at the heart of change processes: If you want to lead your people somewhere new, you first have to show the link between the strategy, the planned action and the expected benefit of the change. Second, you need to meet your people where they are, truly listen and stay in a relationship and dialogue with them and be as visible as possible during the change process, in order to influence the emotional response.

Acting as Role Models

It is vital for a successful change process that senior managers acknowledge that they as a team or as individuals have to act as role models, being the first to embrace the opportunity to change their own behaviour.

Change Facilitation

As change facilitators we support you in the change process, help you to engage with your people and focus on the interpersonal aspect of change.

We help you to address the difficult issues that can accompany change in the organisation, such as loss of trust, power and role identity.

We support you, as a leader, in guiding your people through phases of transition and understanding the emotional aspects of the change you are experiencing.

We help you to reflect on your own behaviours and to understand where you are in the change process.

We help the people affected by the change to be able to express their emotions, understand why the change has been initiated and recognise the opportunities for them.