Change is happening all the time.
How you respond and adapt to this change determines the success of your organisation.
How your organisation embraces change determines the benefits gained.
Energised Talent
Your people want to feel more energised, to feel that their voice is heard and their talents utilised to make a difference to the organisation, their community and the world.
Delighted Customers
Your customers know that the people in your business are there to meet customers’ needs, they’re not just there for a paycheck.
Competitive Advantage
Your organisation can embrace and respond to change much faster than your competitors, granting you a competitive advantage.
Where is your organisation currently?
Let me talk you through this model
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Suffocated Talent
You hire talented people and they come in full of ideas and excitement. In three months, they're sitting at their desk going, "I can't get anything done, everything is so hard. I can't believe I took this job".
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Supercharged Results
You have talented people that feel supported by the organisation to operate to the best of their abilities. This means the organisation can rapidly respond and adapt to challenges while delighting customers.
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Fragile Illusion
You have a heavily optimised and efficient organisation, but there is little flexibility to respond to change. People are treated like cogs in the machine.
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Agile Delusion
Your organisation might look like it’s doing some agile things, however, it’s just another process that’s not very flexible. “Agile” has been imposed rather than adopted. Under the surface, the mindset is still the same.
Change the way you make changes
How you go about organisational change can create resistance or engagement.
Traditional change management approaches create problems. Our Solution-Focused approach shifts the needle to the right.
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An overly optimised organisation is rigid and brittle. If you focus on staff utilisation there is no room for creativity and agility.
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People resist being told to change. When they are engaged in creating solutions their voices are heard and their creativity expressed. Unique solutions emerge.
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The more complex the rules the more stupid the behaviour. Lighter controls and more trust lead to people doing their best to realise a shared outcome.
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As a team, you are accountable for achieving the outcomes of your organisation yet internal KPIs and rewards set different parts of the organisation at odds with each other.
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Focusing on the problem doesn’t communicate what’s wanted instead. Get crystal clear on what’s wanted and how it will make a difference and communicate this clearly from many perspectives.
How do these factors minimise resistance to change?
“We don’t create change directly, we create the conditions most conducive to the natural process of growth, awareness, and transformation to occur.”
An approach that engages your people and creates emergent solutions that fit your context
A typical engagement might look something like the above. Yet we believe every case is different so a context-specific fit-for-purpose engagement would likely emerge for your organisation.
Benefits of a Solution Focused Approach
Focusing on what’s wanted saves time and money. Understanding the problem can be a red herring.
The solution may be simple even if the problem is complex.
Useful in a wide range of complex situations that don’t have simple cause/effect e.g. people, teams, organisations, countries.
A pragmatic approach that doesn’t fit the real world to theory.
Makes use of what’s there rather than what’s not.
Creates motivation with small progress steps.
Makes change feel possible and overcomes stuck states.
Smaller the change the less the resistance. Change becomes a “no-brainer”.
Energy, enthusiasm and cooperation are frequent and welcome side effects.