From legacy to agile organization
Measure and develop the organisation agility to keep your context in check by developing the 6 domains that sustain flow and performance (Purpose, Management, Organisation, Information, Agile practices, Agile behaviours)
Improve the overall performance of the organisation, the satisfaction of your customers and employees, create an adaptive leadership, increase the ownership at all the level and develop permanent adaptive response to your environment
From “job description” to “agile behaviours”
Help the individuals, teams and the organisation to better act together leveraging on behavioural agility postures and levers (Cooperation: synchronisation and systemic empathy – Anticipation: proaction and situational intelligence – Innovation: pedagogy and constructive rebellion).
Improve collaboration within the team and across the organisation, leverage on collective intelligence, develop an individual sense of responsibility, improve customer satisfaction and employees satisfaction, create adaptive leadership at all level…
From the “version 1.0” to the “version 2.0” of your organisation
Measure and develop the organisation according to own target culture and desired practices.
Align the organisation to its (new) target culture, building on actual assets.
The bespoke cultural transformation starts with the definition of the legacy and target values. When done, the organization is assessed to evaluate the respective positioning of each unit. In this sample, the length of the bar represents the dispersion of the unit in between the legacy and the target value.
Enabling complexity management within the organization
We support you in the organizational changes with our guidance based on the last findings on neurosciences and complexity management starting from where you are and leveraging on your DNA.
According to John Kotter, 70% of the organizational changes fail. With our Appreciative Consulting approach, we help in maximizing the impact of your organizational change projects and be part of 30% of the organizational changes that work.
Our Organisational Development pathway
In our view, OD is twofold: it must address people and organisational structures.
Individuals and organisations are interlinked; the success of any change program has to be seen as the Cartesian product of the individual transformation within an organisation structure.
Our Appreciative Consulting method factors in the latest findings in neuroscience to support individual change and the theories on complexity, the emergence of new organisational forms and system thinking to support organisational modelling.
There are no best nor good practices to be applied when it comes to dealing with complex situations, only Emerging Practices…
Our Appreciative OD Methodology promotes the ”snowball” approach, experimenting changes with a pilot unit and rolling out positive learnings leveraging on the strength of human capital’s strengths and support the organisation to fulfil client needs.
To move towards your target, a number of adjustment loops are performed taking into consideration the current conditions
Because the context is constantly evolving, adaptive loops are executed to approach the target; typical questions during the adaptive loop are:
- What should we do more?
- What should we do less?
- What should we stop?
- What are the conditions that have changed in our context?
Experiencing on the skin improves the embodiment
“Scientific principles and laws do not lie on the surface of nature. They are hidden, and must be wrested from nature by an active and elaborate technique of inquiry.”
John Dewey, Reconstruction in Philosophy
In our training programs, we promote experiment and research to enable participants to build new perspectives and create the foundation for a sustainable change of habits.
Maximize the ROI on your training investment. Experiential training increases the impact on the individuals and thanks to our approach impact are anchored (coaching post learning) and measured (assessment before and after the event).
1. Assess (optional) – Participants are taking part in an assessment to correctly measure their current effectiveness, this assessment can be individual or team based and combines feedback from multiple stakeholders.
2.Prepare (optional) – Participants prepare themselves for the training. Since the training is essentially experiential, only key concepts are prepared before the training (theory, case study). Personal objectives can also be established at this stage.
3. Experience – During the training, the participants are exposed to simulation, role play, case study and games to build their own experiences in a safe environment where mistakes are welcomed. At the end of the session, participants discuss and share their findings, establishing their own personal strategies to be applied in a working environment.
4.Coach (optional) – The knowledge gained during the training is often difficult to implement in working environments as humans are hardwired to repeat familiar patterns. Coaching can be individual or in a group.
5.Measure (Optional) – At the end of the training, progress is assessed measuring the achievement of the personal and/or team objectives set. A review of the initial assessment is conducted with each participant and/or team.
Ready for VUCA:
Build personal, organizational and system mastery to effectively deal in a VUCA environment.
Building collective intelligence:
Leveraging on behavioural agility (acting together), the participants will learn how to build collective intelligence. With collective intelligence, 1+1=3 (or more); the difference between the mathematical sum and the final result is due to emerging characteristics of playing chords together.
The behavioural agility:
Learning how to adapt to the context more than to personal need for the greater good of all the involved stakeholders, leveraging on neurosciences.
Certification in Systemic Agility:
The certification in Systemic Agility will provide the participants with all the knowledge and tools to use the Systemic Agility index to support organizations to transform towards more agile forms.
Systemic agility for leaders:
How to leverage on Systemic Agility and its 6 domains to maintain its own context in check and maximize the outcome of the system for the greater good of all the involved stakeholders.
From transaction to transformational leadership:
It’s a fresher version of the theory X and Y developed by McGregor that take into consideration the globalized environment and the major changes that hit us during the last decade.
The consultant posture:
That’s not about learning tips and tricks to manage difficult cases, it’s a transformation program to change own perspective and embody the changes through improved presence, adapted action and communication, reading and adaption to the context.
Problem-solving, leveraging on creativity:
The program will lead the participants on a course of experiments to discover and identify the various type of problems that arise in today’s context, ranging from simple, complicated, complex and chaotic. They will establish the difference between best, good, emerging and novel practice through a number of simulation. The participants will be exposed to the system thinking practice to understand the nature of the system and ensure the effectiveness of their solutions.
Am I aware of my limits? Where are there? Do I comunicate them to my counterparties? Do my counterparties understand them? How can I leverage on my (known) limits as starting point to growth? That’s a number of questions that are explored during that learning event. As an option, limits in corporations can be added to the program as basis for negociation and business development.
Regardless of whether you are seeking something different or still figuring out the initial issues we are here to help. We can help perform the initial analysis and address the underlying issues, not the symptoms.
Supporting people and groups finding and polishing their own diamonds
Supporting individuals and teams to develop emerging practices and new mental maps.
Our Appreciative Coaching for individuals, managers and teams helps deliver the potential. Our approach helps to rework their mental maps to act in a VUCA environment, enabling everyone to become emerging practice leaders and be the catalyst for OD change.
Embracing the VUCA requires adjusting own behaviour much more than personal expertise. This requires persistence and focus, coaching provides the frame and the processes to make it effective.
The coaching is provided in support of:
- Our Appreciative Consulting services to unleash the full potential of key resources during our OD missions.
- Our Collective & Experiential learning to integrate into daily practice the insights gathered by the individuals during our training sessions.
Coaching services can be delivered as a single service to individuals and teams who are facing transformation issues in a VUCA environment.
Use our assessment on systemic agility to support organisational growth
Measure and compare with others the organisation agility to keep your context in check by developing the 6 domains that sustain flow and performance (Purpose, Management, Organisation, Information, Agile practices, Agile behaviours)
Know where you are and improve the overall performance of the organisation, the satisfaction of your customers and employees, create an adaptive leadership, increase the ownership at all the level and develop a permanent adaptive response to your environment
Fully customised turn key solutions to train your resources on-line
Providing you with online learning turnkey solutions leveraging on your desired content and company DNA.
- Flexibility, users train when they want
- Costs effectiveness (starting from a given number of users, depends on length and content)
- Reusable, such as an on-boarding program that can be learned by all new joiners when they reach the organisation
- Fully customised to your organisation
- Invest once and ensure that all your staff members are exposed to consistent information
- Get rid of all the technical issues generated when building online learning within the company’s infrastructure.
A sample MOOC chapter will be made available soon.