Leading & Managing Organisational Change

The Change Management programme is designed for a group of leaders from a company that is going through, or is about to go through a period of change.

Leaders are the front-line of change and it is their responsibility to win the hearts and minds of the people so they can become engaged and in turn champion the change implementation.

This change programme is a practical workshop facilitated so the team to understand where the business is heading and appreciate what this means for both them and their colleagues. It provides time for reflection, focusing on how the team can develop in order to support this future business vision.

Programme outline:

Culture Audit

What Specifically Does The PBC Culture Audit Measure?

Our audit measures the elements of culture that do not normally get consider but are vitally important to the way an organisation performs. We measure the informal data that sits below the water line and we do it in a way that offers solutions

How Do We Do That?

Our culture audit generates feedback in three forms:

1. Some explicit feedback from your teams

2. A level of comment and observation regarding the blocks to efficiency

3. Some measured data.

A Diagnostic Feedback Report that highlights the strengths of both the company and the teams, and more importantly what the issues really are; and it does so in a pragmatic and actionable way.

We gauge the buy in/ buy out at a company and departments level. This is done by measuring: Intellectual alignment – Intellectual alignment means employees are in tune with the company’s purpose and bring focus, clear thinking and realism to the workplace; and Emotional engagement - Emotional engagement means employees bring a sense of purpose, hope, opportunity, passion, commitment, character, integrity and professionalism to work everyday.

We also measure the aspects of culture that fall outside of the usual surveys. The results highlight specific strengths and areas for improvement.

The Report

At PBC we understand that it is important to publish the report in two forms:

1. Diagnostic Feedback Report – A report for the Senior Team which may be sensitive and not for general release

2. The Executive Summary Report – A toned down version of the Diagnostic Feedback Report showing key themes and elements that is for general release.

What Are The Benefits?

One of the major benefits of this is the approach itself: as the participants have been a part of generating the recommendations for taking them towards an improved ‘Future State’, they clearly understand the mission/ vision/ direction and are emotionally bought in so, with the right communication and support, will champion the change.

Why Choose People Business Consulting?