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Change isn't easy and over the years we have all seen many
culture change programmes fail to deliver the promised benefits,
often despite massive investment. Any change, from introducing
new systems to transforming the entire strategic direction,
depends on people behaving in new ways from day to day. Yet
many organisations focus their attention and investment on
structures, processes and technology, and only think about
people and culture as an afterthought, often when things aren't
working to plan.
Getting people to change their behaviour, is the hardest change of all. At best, people change temporarily then go back to the  status quo. At
worst they dig their heels in, leave the business or even sabotage change programmes because not enough has been done to win their buy-in and enable them to change.
Over the years, we have developed a series of powerful techniques for helping organisations transform people's behaviour and produce lasting culture change. As psychologists we focus especially on changing beliefs and creating the motivation and buy-in for change. The techniques described
here can be offered individually. However, if your organisation is undergoing significant change we can advise on the best combination to meet your objectives.
Identifying Cultural Barriers to Change
Ideally, at the start of a change process (or later, when problems have arisen), we identify cultural barriers to successful implementation of the desired change. We then profile the new behaviours and beliefs needed, in the language of your business, and agree a plan for bringing about the
required change.
Supporting Culture Change
Real organisational change requires patience, dogged determination and perseverance. Change leaders who usually have a demanding 'day job', can become frustrated or disheartened by the scale of the task or the speed of progress. We help them to maintain momentum, stay focused on priorities,
vent their frustrations and recognise successes. We also support change leaders in evaluating the impact of the change process, in two ways. First, we plan and implement formal evaluation. And secondly, by building up trust across the organisation, we act as a barometer for how the change process
is being received, flagging up issues to be addressed and advising on the best way to communicate the change process.
Internet-enabled 360° Feedback Process
We provide an internet-enabled 360° feedback process based
around the culture changes you want to achieve. It provides
participants with a detailed and anonymous view of their current
behaviour, from a variety of sources (boss, direct reports,
peers, external contacts). We meet every participant for an
in-depth discussion of the results, leading to an individual
'Action Plan for Change' as required to deliver the organisational
change.
Coaching for Change, including In-Depth Breakthrough Coaching
Often, following 360° feedback or a Development Centre, we meet managers to coach them and review progress against their 'Action Plan for Change'. Where required, we provide In-Depth Breakthrough Coaching (See case study) to help individuals overcome long-standing and deep-rooted
personal/emotional barriers to changing their behaviour or learning new skills, effectively removing their resistance to change.
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