Organisational Development and Change.

Prime your organisation for market leadership



Organisational development for performance



Organisations are built to perform, not to change. But the foundation on which successful firms used to be built - continuity - has been undermined by rapidly-paced capital markets and disruptive technologies. It is now being replaced by a constant state of discontinuity. In this context, organisations must be ready to proactively evolve with shifting market dynamics and customer expectations. Failure to do so renders an organisation increasingly out of step with its external environment - a misalignment that rules out peak performance outcomes, and, over time will undermine an organisation's ability to compete.

Most organisations do not proactively evolve, and have inadequate practices and designs in place to achieve sustained organisational effectiveness. Rather than continuously keep up with a fast-moving environment, they tend to resort to change management only when they face a serious internal problem or see their profits damaged by an inability to compete with market rivals and new disruptive solutions. At this point, it is often too late: cultural lock-in means that change initiatives don't achieve target outcomes or exact a high toll on staff, including higher rates of stress, turnover, and burnout.

organisational development and change

The nature of change in the capital and labour markets, the speed with which it occurs, and the vast potential economic impact of new innovations all have implications for organisations and change management. Organisations need to proactively and constantly re-align themselves with a fast-moving, complex, and often ambiguous external environment. To do so, they need to utilise non-linear approaches to organisational development and change. Complex adaptive systems - synonymous with open systems theory in strategy and organisational change - count foremost among these. A complex adaptive system has multiple interconnected and interacting parts and agents. Examples include neural and social networks, ecosystems and economies, and, critically, organisations themselves.

Our approach is informed by a thorough understanding of the application of complex adaptive systems to organisational challenges. We use proven tools to map networks within organisations and to understand how work really gets done. Among these, our social network analysis highlights strategic disconnects between departments, information exchange bottlenecks, and key “connectors” and networks for the identification and development of growth and expansion opportunities. We use proven processes that deliver high performance outcomes for investment in organisational change management initiatives. In particular, we help organisations identify and develop innovative and entrepreneurial talent, develop and sustain stakeholder buy-in for change initiatives, and achieve their target workplace culture.

organisational change management


Strategic organisational change management not only addresses existing challenges that undermine organisational effectiveness, but also pre-empts those likely to undermine organisational performance and innovation in future. Our team works with clients to understand how technological advances and macro events are affecting their businesses. We provide tools to pre-emptively detect critical gaps that threaten to undermine competitiveness in the near and medium term.

Our focus is always on identifying the critical variables that drive maximum performance for leaders, teams, and organisations. As such, our approach to organisational change management involves analysis of the business to map its networks, identify key individuals and groups, and highlight strategic disconnects between departments and opportunities for growth. Our audits provide insight on the nature and extent of organisational misalignment, as well as providing managers with critical information about the people and initiatives that can help transform their businesses.

With recognition of the importance of leading organisational change, we provide specialised psychometric assessments that help change leaders understand and develop the capacities they need to lead successful organisational change. We help leaders develop the behaviours required to empower others effectively, and understand and manage resistance to change.

Our solutions include audits, advisory services, and organisational change and development initiatives. We develop customised solutions that equip organisations with the processes they need to initiate and manage proactive evolution.

workplace culture


Organisational culture is an essential component of any transformative - i.e. non-linear - change effort. Although it is often described as "soft", it delivers hard results: effective company culture increases operating income by approximately 19% and earnings growth by approximately 28% annually. Problematic workplace culture puts investors off and encourages counterproductive work behaviours that negatively impact organisational performance and reputation. Such counterproductive work behaviours include fraud, sexual harassment, and petty theft.

Our cultural audit helps organisations align workplace culture to their business strategy. We help clients diagnose their workplace culture, as well as identify sub-cultures and informal networks of particular behavioural patterns. We provide insight and fresh perspectives on how clients can think about their target culture; consider the the degree to which senior leadership are likely to fit with, adapt to, and shape culture; and provide recommendations for the achievement of the target workplace culture.

Our organisational development and change solutions involve customised solutions that help organisations manage complex stakeholder interests, foster creativity and innovation (and the psychological safety that underpins them), and achieve high-performance workplace cultures.

innovation and organisational performance


Business growth depends on innovation: the ability to create, identify potential opportunities, have a vision on how things should improve, and be proactive. To the degree that an organisation can create the practices and designs that stimulate and facilitate innovation and entrepreneurial behaviours in the workplace, it is more likely to keep up with its external environment. This secures peak performance outcomes, and, over time sharpens an organisation's competitive edge.

We offer an Innovation & Entrepreneurship Audit to enable organisations to evaluate their innovative capabilities, and identify hubs of entrepreneurial talent within their businesses.




Our Services



We help organisations prime themselves for market leadership. We follow proven, established methods that work, and augment these with validated cutting-edge research and tools capable of delivering cost-effective and superior results.

To discuss your requirements or find out more about how we can help your organisation, please contact us.


Social Network Analysis


Our social network analysis provides organisations with clear, actionable recommendations to improve organisational performance and innovation by managing 'invisible' social networks. The aim of the analysis is to help the organisation understand how work really gets done, and to make informed decisions about the management of and support offered to critical 'connectors' and networks.

We analyse social networks to identify local and global patterns, locate influential entities, examine network dynamics, and understand performance outcomes. We provide clients with clear insights about the types of networks they host, degrees of centrality and centralisation, brokerage and structural gaps, cliques and small worlds, structural balance and transitivity, and network behaviour dynamics.

The analysis involves the use of a validated instrument for the analysis of social networks, and stakeholder interviews with the strategic leadership team. The audit delivers an in-depth written assessment, along with clear, actionable recommendations.

The audit can be completed for an organisation as a whole, or with reference to a particular team or department. Audits take 4-8 weeks, as per client availability.


Innovation & Entrepreneurship Audit


Our innovation and entrepreneurship audit provides organisations with clear, actionable recommendations to improve corporate entrepreneurship and innovation. The aim of the audit is to help organisations identify and operationalise innovative talent within their business.

We identify the drivers of and obstacles to entrepreneurial behaviours in the organisation. We help organisations identify innovative talent within key teams, and quantify its strengths and weakenesses. We provide clients with benchmarks to drive best practice in the internal development and operationalisation of corporate entrepreneurship and innovation.

The audit involves the use of a validated, quantifiable measure of entrepreneurship and innovation. It also involves stakeholder interviews with the strategic leadership team and select stakeholders within teams critical for achievement of strategic priorities related to innovation. The audit delivers an in-depth written assessment, along with clear, actionable recommendations.

The audit can be completed for an organisation as a whole, or with reference to a particular team or department. Audits take 4-8 weeks, as per client availability.


Culture Audit


Our culture audit provides organisations with clear, actionable recommendations to improve and achieve their target workplace culture. The aim of the audit is help organisations create and sustain a high-performing workplace culture that aligns with their talent and strategy imperatives.

We evaluate the performance of organisations' existing culture strategy and practices against their strategic priorities. We help organisations identify the key criteria that describe what their ideal, target workplace culture looks like. We detect gaps where existing practices lead to higher turnover, counter-productive work behaviours, the loss of viable succession candidates and high-performing leaders, and sub-optimal performance outcomes against strategic priorities. We advise on methods, tools, and initiatives that will help improve workplace culture. We highlight quick wins, and specify changes that will have a sustainable impact on employer branding, talent pipelines, the retention of star performers, and organisational perfromance.

The audit involves a validated measure of workplace culture, stakeholder interviews with the strategic leadership team and select stakeholders across the business, and a review of existing talent management strategy and practice. Other measures may be included as per client requirements. The audit delivers an in-depth written assessment, along with clear, actionable recommendations.

The audit can be completed for an organisation as a whole, or with reference to a particular team or department. Audits take 4-12 weeks, as per client availability.


Organisational Development Solutions


Our embedded solutions provide organisations with fully-developed and -operational interventions to address strategic priorities in organisational development and change. The aim is to provide organisations with targeted, highly effective, and complete solutions to prime their organisation for market leadership.

We provide interventions that develop critical capabilities for peak performance, with specialist foci including corporate entrepreneurship and innovation, workplace culture changes, social network optimisation.

We develop our solutions in-house and integrate third-party applications, where preferred. We embed solutions into the client organisation where possible for full cultural ownership and cost-effectiveness. We build long-term relationships with clients and provide advice to help them keep their embedded solutions competitive and fully up-to-date.


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Specific benefits with us




Forge growth not survival

Most organisational change initiatives fail, are delivered over budget, and induce increased employee burnout and turnover. Even so, technological advances and macro events require constant organisational evolution. We provide tools to pre-emptively detect critical gaps that threaten to undermine competitiveness in the near and medium term. Equipped with this insight, we deliver sprint-based solutions akin to micro transformations so that your organisation can focus on growth, not survival.



People not human resources

We run a private career management practice in addition to our leadership consultancy for organisations. This means we have unfiltered access to leaders' actual motivations, values, and career objectives. With a view across demographics and sectors, we witness emerging trends before they gain traction. We use this information to give our clients the advantage in the 'war on talent' and in the creation of high-performing cultures and organisations.



Reveal critical networks

The identification of strategic disconnects between departments, information bottlenecks, and key 'connectors' and informal networks helps managers identify, assess, and support the people and initiatives that can transform their businesses. We use proven, cutting-edge tools in social network analysis to detect invisible social networks that significantly affect performance and innovation.






case studies





Organisational development & change


High-growth fintech with 10k+ clients

A fast-growing fintech with a 10k+ client base, this firm wanted a solution to improve their company brand and reduce credit defaults. We identified a critical gap in their value proposition, and built a bespoke career management solution for them to embed in their own internal processes. The solution included training webinars and materials, metrics to evaluate career development and progression, and advice on effective modalities and technology to deliver the services.

The solution achieved above 80% success rate in the pilot, and was subsequently rolled out to the entire client base.



Organisational development & change


G7 financial regulatory authority

Knowledge retention was a key concern for a department that lost expert information when employees explored career opportunities elsewhere in the organisation. We conducted a social network analysis to identify bottlenecks in the knowledge exchange process and to find individuals and groups within the department, whose knowledge was not being used effectively. The authority is currently considering expanding the solution to other departments.




If you'd like to have a conversation about how we can help you, please contact us.

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