Our Expertise
We carry specialised competence – honed and fine tuned through more than 25 years of experience with organisational change and leadership development. We can group our competence under the following three main areas:
BUSINESS
Leaders want to create value. In order to do that, they need good knowledge on what is happening in the marked, what their customers want, and what their competitors are doing. Based on this knowledge, good leaders formulate bold ambitions.
Then the hard work starts... When ambitions are formulated – taking the form of strategies, goals and plans - they must be implemented in the organisation. To create value for clients, users and owners, the whole organisation must be mobilised around the ambitions.
The first of our three main competencies lies in facilitating this critical journey from strategy to value - transforming ambitions into results – and we label it: Business Understanding.
ORGANISATION
Our process work often starts with a strategy definition.
Either we develop the new strategy with the customer or they have it developed already by them selves. We then work closely with our customers in order to make the strategy clear and understandable. We then continue to co-create the process design and the desired results.
We enable leaders and teams at all levels and employees often in separate leadership- and employee development programmes to become drivers of the change. It is important, that the culture, governance and organisational structures support the praxis that creates the desired results.Working side-by-side with key people at all levels, supporting them in their efforts to experiment with new behaviour, is key to help release untapped potential. The changes are often subtle, but when sustained, they contribute to change. Our consultants have, through years of personal management and leadership experience in various line positions, developed a formidable knowledge of how organisations work.
We have collectively tried and tested all sorts of organisational models, and developed an acute sense of best practices based on the circumstances the organisation is in.
We call this second competency: Organisational Understanding.
PEOPLE
Our work is all about change. Developing a new strategy is about change. Developing leaders and teams is about changed behaviours and new praxis.
Supporting people through organisational change processes depends to a large extent on how we perceive the situations we get into; this impacts the way we consult and facilitate towards new work practices.
The third of our three competencies is how we appreciate where people are and meet them where they are. We disturb their thinking and provide an arena for reflection – creating new meaning and commitment for change.
We call it: People Understanding.
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