You need to have the kind of organisation that is always ready to respond quickly, innovate and flex to changes.

Our approach to managing change is different…
Our solutions don’t involve a demoralising, expensive ‘change programme’ - in which managers pull the right levers in the hope that everyone else willingly accepts and follows their plan.

The evidence is there, year after year, that such change initiatives just don’t meet expectations. There are too many social, economic and political forces in play.

Organisations are complicated things. They’re complex, unpredictable and constantly changing, just like the world they are part of. The power of senior management to control and shape the behaviour of people in their organisations is easily overestimated. Senior managers may have some special forms of control, but the influence of even the most charismatic and energetic leaders can be quickly diluted in the overwhelming amount of communication that is necessary on a day-to-day basis.

Dialogue…
What drives or hinders effective change is the quality of dialogue taking place between people (and groups of people) inside and across the boundaries of the organisation.

Structures, tools, policies and processes all have an important part to play, but, in the end, organisational change is the sum of personal change enacted by individuals throughout the organisation.

This doesn’t mean that senior managers don’t need to have a vision, a strategy or change plan. It simply means focussing on skills that harness the knowledge, energy and activity that are already there. This is much more effective than trying to wrestle the organisation into submission.

Impact will help you to:

•  be a part of the change process, doing change with, rather than to, others

•  work with, rather than against, resistance and negative emotions

•  lead continuity, where it is needed, as well as lead change

•  embed skills and relationships that will amplify your organisation’s existing capacity for change

•  accelerate the power of vision and values by developing them in an interactive and inclusive way

•  provide managers with practical tools to engage others and model the leadership required

•  rapidly engage stakeholders and promote understanding and acceptance of the drivers for change

•  help stakeholders to evaluate the process and identify areas which can be made even stronger with the actions we suggest.

In return your business will benefit from:

•  an engaged workforce, motivated to work out how to turn the organisation’s intentions into reality

•  successful organisational change without that uninspiring, expensive, lengthy ‘change initiative’

•  an embedded drive to change throughout the organisation

•  a free-flow of information – the right information going to the right people, ready to be acted upon.

Want to know more?

Speak to a real person

Download literature

Read a case study