organisation development - scenarios
When we start working with your organisation we won't know what's going to happen and we won't pretend otherwise.
What we do know is that we have a strong methodology that is rooted in helping our client to uncover where the problems and opportunities lie. We don't measure, test or use tools to quantify or identify your situation - all the sussing out is done by hand. We don't jazz things up and create a language to try make the probIem look nicer. Instead we concentrate on helping your people to become skilful at where to look for obstructions and how to devise the simplest possible next steps that will eventually lead to a resolution.
We always begin with a series of intelligent, thoughtful one-to-one conversations helping your people to think out loud about things are working (or not) for them in the organisation. We listen and reflect back both what we hear as well as what we notice the absence of. Through that process of understanding we help you to develop a picture of what the organisation is like to be in - things that are working and things that are creating problems. Most projects then feature a series of sessions away from the business for the key people. These sessions are used both for problem identification as well as for experimenting with solutions. We strongly encourage our clients to keep their ambitions for what they want to change very specific, behavioural and realistic. We also encourage dissent! In other words, we help people to own up to when they aren't really bought into something; that way it's out in the open, can be respectfully challenged and there aren't any nasty surprises when they don't take immediate action after a session.
We recognise that interventions are all original and therefore unpredictable. But we have found that people who are encouraged to speak openly and to listen to one another have a wonderful knack of coming up with plain, workable solutions that stick.