Transformation and transition programmes. mergers. a new parent company. a new MD. new board. new strategy. new structure. new products. new culture. new processes or new brand values. Or even just a new office.
People are affected. Disturbed, dismayed or delighted; all challenged by transition.
It's people who make change happen, yet people's needs, concerns, abilities and ambitions are all too often neglected in the workplace.
You know that when your people are truly engaged, you harness their power and everyone benefits - as individuals, groups, organisations and communities.
Without purpose, however, the power can dissipate. And without engaging with all the people that power can be used to block, rather than release energy.
So the challenge is how to engage with everyone involved, to achieve successful and sustainable results. This is our great strength and where we can add exceptional value. You know what you want to achieve.
We'll work with you - taking account of your circumstances - to keep people on board and make it happen - with relative ease.
Most organisation change has process, technology and people dimensions, but too many change initiatives focus exclusively on process and technology. Our approach is to put people at the centre of organisation change.
There is nothing 'soft and fluffy' about this and we don't compromise on delivery of desired objectives, outcomes, structure, timescales and impact.
It simply means our change approach is oriented towards the people who drive your business. The Ethos Change Framework embodies this.
First we explore the background and context
The Client. What does the client want to achieve? Why? What and who will support the change? Why? What and who are likely to oppose the change. Why? Is there a larger organisational imperative? What are the clients' values and organisational beliefs?
Then we assess the potential impact
The Stakeholders. Who are all the people likely to be impacted by the change? Where are they? Do they understand the objectives? How fundamental is their role in the change? What are their views? What do they need to do to make the change successful and sustainable?
Before we develop a plan
Key to our approach is time spent discussing and agreeing a plan which comprises all the activities, including timeline and responsibilities, which are closely managed to deliver your objectives. There is a living and breathing contract between stakeholders with regular communication and contact. This ensures we all deliver to your agenda, even amid changing circumstances as the work unfolds.