2) Organisation change triggered by opportunity
Opportunities for change may originate externally by the trading environment, or internally by the ownership of new capabilities or capacities. The external opportunities are random and unpredictable, but the internal opportunities may have been planned by way of development programs and/or re-distribution of work to current capabilities. To this end, organisations invest in development of technology, processes, and people.
3) Organisation change just for the heck of it
Even if the rest of the world stood still, and there were no internal triggers such as change of CEO or new skills acquired, there is good argument and convincing evidence that many organisations would introduce changes anyhow. It’s our human nature. And it’s called being competitive - a powerful human driver. That single action would send a ripple through the competitive environment and have an impact, causing others to change - and away it goes. So change is a natural state. get used to the idea of being in a state of flux - living in white water.
“Doing” Organisation Change and Organisational Transformation
Regardless of the trigger for change - problem, opportunity or human nature, change efforts will cause more problems, more opportunities, and more displays of the unpredictable nature of humans. Change and transformation both (should) begin with relevant assessments to compare what the organisation ‘is’ and what it is capable of, and comparing with what is needed. It begins with having the right people using the best processes to assess where the organisation should be going - the strategic intent. The important point there are: the right people - the right skills - using best processes (analysis and decision-making). We can help with the development of the ‘right’ skills and the decision-making processes. However, this typical and highly mechanistic and formal plan ignores a most important ingredient - people. We can help with the whole tricky business of designing a program for organisational change or organisational transformation that has the best chances of working and sticking because it not only acknowledges humans, but leverages that power source.
Deltapoint uses services and tools to help deal with these problems and opportunities.
A service is an activity we perform such as workshops and coaching.
A tool is something we supply and leave behind for continued use
Services include assessments, workshops, coaching, mediation, counselling, training, and development programs. Tools include assessment instruments, frameworks, models, specific ‘action’ mechanisms, and educational aids. In particular, we use, transfer skills in, and supply tools for Strategic Conversation as the core component of ALL our organisational change services and tools.
Our services - helping organisations change and transform
Organisational Change Services
Deltapoint services operate from Brisbane (Australia) and can be delivered to or conducted at your premises, or ‘away’ at a suitable venue, or over video-conferencing facilities.
Our services are all concerned with organisational change, and the central role of conversation during the phases of change.
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