It is a key challenge for leaders to bring about change and mobilize joint action. In connection with change you also often hear about ‘resistance’ to change. It is our experience that people do not resist change, they resist attempts to being changed.
An organisation is a dynamic system. It is a growing, changing group of people and connections. Patterns emerge, the shape changes; only one thing is certain, it cannot remain the same.”
– Green, J. and Grant A
Engaging people in shared discovery of new challenges or possibilities will most likely enhance commitment and deliver better solutions and results. It is not sufficient to look at the change itself, for example the new strategy, the new structure, the new objectives or tasks. Change is often associated with a sense of loss, even if the change itself may be seen as positive. Therefore it is important to work also with the psychological side of the change, also referred to as the transition.
Sometimes the destination for the change may not be known because situations change quickly and the tried and tested methods may no longer be sufficient. In such situations it is useful to take a more ‘emerging’ approach, where you can explore together to find new realizations and responses, which are sufficient to bring you a step further.
Whether it is a planned change with known objectives or a situation where you need to find new destinations and responses together, we can assist you with designing and facilitating the change process or parts of it.