Organisational Change

 

Navigating transformation successfully today means leaders must evolve their organisations and leadership in a way that designs in meaningful responses to  the fiscal and social responsibilities they face. That often means leaders need to re-evaluate their habitual approaches to change.  It demands a new orientation in leading that aligns change with purpose, strategy and culture from a frame of diversity, equity, inclusion and social responsibility.  For most leaders, this requires a phase of orienting themselves to a new leadership landscape.  

 

We work closely with clients to design bespoke organisational transformation strategies and interventions that will drive meaningful, sustainable change. As scholarly-practitioners, we draw on leadership theory frameworks and practices that are relevant and impactful, such as adaptive leadership, leaderful practice, collective leadership and cultural intelligence,  to support organisations and their leaders in reorienting their transformation approach.

 

As a result, leaders are better equipped with transformation approaches and interventions that better map to their strategic purpose and trajectory, integrating cultural re-alignment for inclusion, equity and belonging. Solutions may include designing a global transformation strategy, crafting board effectiveness strategies, co-creating bespoke interventions for leadership teams to facilitate greater inclusion, or tailoring an enterprise-wide transformation execution strategy.

Strategic interventions for the organisation, team, leadership and individuals

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Changing an organisation most often comes down to changing leadership--changing how leaders see and respond to organisational challenges and opportunities, how they lead themselves and their business and teams and how they understand and use their power. Aligning your leadership to effectively execute your change ambitions requires inquiring into current leadership paradigms, and practices and understanding the interplay with current structures, systems and processes. This inquiry creates the foundation for crafting a bespoke leadership development programme to support an organisational transformation or to sustain the innovation and growth required for current business. From this framework, a collaborative, creative design process results in a tailored programme that targets the specific needs for growth and learning so leaders emerge more capable, competent and aligned to execute transformation.

 

Solutions may include:

• an organisation-wide programme for all levels of management that offers a consistent approach to what good leadership looks like in your organisation, scaled to suit levels of leadership 

• an executive programme that lifts senior leaders into executive-level strategic thinking, decision-making and board-effectiveness

• a senior managers programme that expands their  leadership horizon and enhances abilities for working effectively in and with complex and ambiguous contexts

• a series of bespoke development interventions of targeted functions, departments or teams that builds connection, drives clarity of and commitment to purpose, improves quality of interactions within and beyond the group and increases capabilities for leading in complexity 

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Programmes have included a range of organisational inquiry, psychometric and team assessments, modular blended learning approaches, action learning and coaching.