The world is becoming more complex, as the relationship between, and impact of, individual activities and events grow. Teams are facing an increasing scale of change at a speed that can seem overwhelming.
Having the latest tools, process and technology to help respond to these changes is no longer enough, if the culture, behaviours and attitude of your people doesn’t align, then the solutions won’t either.
Enabling leaders to be the best people managers they can be is a key foundation to embedding organisation change. Change continues to be delivered as a one-off activity in organisations. It’s often treated as delivering a set of tasks on a plan.
Given this approach, sponsors of change should not be surprised that their investment does not deliver the benefits they expected. If the change is not embedded, people will continue to do what they have always done, irrespective of new IT systems or business processes.
At the heart of culture change lays trust. Trust between colleagues. Trust between manager and team member.
We are creatures of habit, and behaviours can be hard to change. Our experience tells us that posters, newsletters and town halls will not change behaviours. Yes, they can play a part in reinforcing messaging and sharing stories but behaviour change will not occur through communication alone.
Behaviour change is about providing time and space for leaders, managers and colleagues to explore what the change means to them and can’t be achieved through a few tasks on a project plan.
It’s about exploring potential barriers, concerns and fears that people may have and how they can adopt the change. It’s about treating everyone as individuals, allowing them to experiment whilst enabling the organisation to change at scale.
This can all make behaviour change difficult to quantify and measure. What we can’t measure often gets ignored.
We work closely with leaders and project teams to understand the behaviour change that sits underneath the overall change programme. We bring these behaviours to life so people know what they need to differently and identify role models. Creating reinforcement mechanisms for the new behaviours ensures that these become part of the “way things are done around here”.
We are shaped by our experiences, how we perceive the world is shaped by what we say & how we say it.
How we can help you
- Workplace change
- Change management planning and execution
- Change readiness assessment
- Communicating change
- Organisation culture
- Behaviour change