- by strategy
- on 27th November 2011
- in Services
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Organisational change
The majority of failed change processes can be traced back to a failure to address and manage one or more of these aspects.
TPG takes this seriously. We understand that it is not only important to define roles, responsibilities and good work processes, but just as important to consider political implications when designing and carrying through change processes. It is also critical to develop a culture that supports the desired change. And for any change effort to succeed, the people in the organisation need to be involved, mobilised and developed.
Successful change processes require the development of a common understanding of the need for change. TPG creates arenas for meaningful dialogue to take place across the organisation. We focus on the importance of relations within the organisation, across departments, units, levels, teams, diverse groups and between individuals. In this way the organisation is able to tap into its full potential.
TPG helps leaders communicate what they believe in – a vision for the future, common goals, and common values. TPG then strives to connect people around the leader’s vision and hopes for the future. This is often done through creating arenas for dialogue where every voice is heard, and where people are trained to listen, ask good questions and to be curious. Together people decide upon common values that will support the change, and the behaviors that they want to define their culture.
How TPG works with organisational change
Organisational development and change is an overarching concept for all change processes. Change can be consciously stimulated through small and carefully targeted activities, such as helping strategically important leader teams become more effective, or change can be stimulated through processes that involve a greater portion of the organisation.
TPG’s work within change management ranges from strategy implementation and foresight to developing teams and leaders. In addition we support our clients with specific concepts such as competence management and effective meetings, both of which contribute to effective change.
Strategic competence management
The nature and level of leader and employee competence is the most important factor to in achieve desired results. Strategic management of your organisation’s competences will enable you to reach ambitious strategic goals.
Effective meetings – meetings with an effect
Meetings are a most important arena to display visible leadership. A leader has a special responsibility to ensure that meetings are effective, and that the discussions and decisions taken in meetings create value for the rest of the organisation. Meetings are (among other things) used to create motivation, ownership and accountability for work to be done. The following describes in more detail how meetings may be made more effective.
