Change your organization
at the limit of
your imagination
The Holy Grail of organizational change has been to create sustainable, transformative change in an organization, that is, to enable quantum leaps forward in an organization’s capability to deliver needed products and services and, at the same time, to enrich the quality of life for all those connected with the organization, while simultaneously embedding in the organization the capability for continuous, ongoing development.
But attainment of the holy Grail has been elusive. Short-term gains appear in one area of performance indicators such as productivity or customer satisfaction or employee engagement or market penetration, often at the expense of other indicators.
But now more than ever, there is an increasing demand for people (at both the personal and organizational levels) to shift direction, make more effective use of new technologies, and to respond to unpredictable crises in shorter and shorter timeframes with fewer resources.
In response to these challenges, we offer a new framework that enables the co-creation of quantum change at both individual and system levels, simultaneously and fast.
“People don’t change unless the organization does, and the organization doesn’t change unless the people do”.
OUR APPROACH
The Appreciative Inquiry processes are:
Our starting focus is on the communication process with our clients to start building mutual trust. We first seek to understand their current situation, what has been tried before, and what their expectations are, before we offer a potential solution.
Every relationship with our clients is unique; our services are crafted to your unique needs.
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We work with organization’s leaders to jointly conceptualize the entire consulting process, identify the impact of the intended change on the rest of the organization, and help them define the strategy to create an environment of mutual help to engage the next levels of the organization.
We seek to engage a diagonal slice of the organization in the articulation of strengths and best practices. Identifying the best of “what has been” and “what is”. Uncovering and aligning diverse stakeholders’ strengths for collective potential.
It involves the co-creation of a shared image of a preferred future.
Creating a clear-results oriented vision in relation to discovered potential and in relation to the discovered ideal for “what might be”. Creating a compelling shared vision, mission and values.
Crafting a clear purpose and set of organizational principles, together with a charter of relationships, roles, and responsibilities.
Using the Model for Organization Architecture, the organization identifies key elements (Vision, Network and Systems) where the organization’s guiding principles will be applied to create/improve their own Business Operating System.
Formulation of the strategy to build the “preferred future” begins. All levels of the organization participate in formulating the strategy, as well as in its deployment. Lean Thinking is applied and placed at the center of the strategy.
Living the purpose, principles and charter for Continuous organizational innovation in alignment with the vision and values. Enabling the whole system to sustain momentum for ongoing positive change and high performance.
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