Organisation development, leadership development, management development, team development, culture change and employee engagement. Aligning people to brand and/or to changing mission, vision and values.
Developing strategy, business and communication plans. Connecting people to purpose and engaging peoples' passions. We'll collaborate with you to design, enable and deliver people-focused solutions that release energy and commitment.
People's ability to cope with the transition from one state to another is the key factor in any change process. People often need support even to consider what they might need to do differently, before stepping into action.
Our approach is to work with individuals and groups to help them explore both the process of change itself and their specific circumstances. This doesn't mean therapy, nor does it imply a lack of challenge or encouragement to step up to a new situation.
It simply means that in our experience people cope best with change when they have information and the opportunity to engage both their emotions and their rational selves. Acknowledging individuals and their concerns as legitimate is a vital step in the transition process.
When we work with clients to plan, design and implement a wide range of development programmes, the Ethos Change Framework is used both to illustrate the process of change and as the structure for working through individual and group circumstances.
First we explore what the change is
The Stakeholders. What the stakeholders want to achieve and why. The organisational context and background. The wider organisation imperatives. Upsides and downsides as perceived by different stakeholders.
Then we assess the potential impact and examine the gap between as-is and to-be
The Client group or individual. Do people understand what is proposed? What are their views on the change? We discuss the change cycle and the transition process. What does the change mean to individuals? What is the potential impact on individuals? We discuss hopes and fears. We chart the change timeline and the steps on the road.
Before we develop a transition strategy
Using the change timeline and the gap which has been identified between now and then we create a transition strategy that identifies what needs to happen, and - critically - how to enable the to-be situation. We add value by helping clients design and implement people and organisational development programmes with outstanding and sustainable results.