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<h1>Change workshops</h1>
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<h2><span style="color: #888888;">"People don't resist change. They resist being changed"</span></h2>
<h2 style="padding-left: 240px;"><span style="color: #888888;">                                                           — Peter Senge</span></h2>
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<p><img src="images/Change/Change%20Workshops.jpg" border="0" alt="Change workshops" title="Change workshops" width="680" height="453" /></p>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p><span style="color: #888888;">Change workshops are designed to meet your needs. We assess your:</span></p>
<ul>
<li><span style="color: #888888;">change situation</span></li>
<li><span style="color: #888888;">the people involved (or who need to be involved)</span></li>
<li><span style="color: #888888;">the most important aspects that need to be communicated as part of your change programme.</span></li>
</ul>
<p><span style="color: #888888;">Our change workshops are important as part of any change implementation. From a first principles point of view and where ever possible we seek to engage your people in the changes that are occurring. </span></p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p><span style="font-size: small; color: #888888;">Following assessment of your change requirements, we design workshops that enable your people to contribute to the change. This can involve: </span></p>
<ul>
<li><span style="color: #888888; font-size: small;">Personal Changes</span></li>
<li><span style="color: #888888; font-size: small;">Team Changes</span></li>
<li><span style="color: #888888; font-size: small;">Organisational and systems changes </span></li>
</ul>
<hr />
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p> <span style="color: #888888;">We deliver outcomes from facilitated change workshops that enable teams and organisations to:</span></p>
<ul>
<li><span style="color: #888888;">involve their people and take advantage of the knowledge, skills and ideas of their workforce<br /></span></li>
<li><span style="color: #888888;">consider the best ways, and people to champion and implement change initiatives</span></li>
</ul>
<p><span style="font-size: medium;"><span style="color: #7900ce;"> </span></span></p>


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<h1>Careers &amp; outplacement</h1>
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<h2><span style="color: #888888;"><em>"The dogmas of the quiet past, are inadequate to the stormy present. The occasion is piled high with difficulty, and we must rise -- with the occasion. As our case is new, so we must think anew, and act anew. We must disenthrall ourselves, and then we shall save our country."</em></span></h2>
<div align="right"><span style="color: #888888;">— Abraham Lincoln    </span><br /><span style="color: #888888;"><em>December 1, 1862 in Message to Congress    <br /></em></span></div>
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<h2><img src="images/Change/Careers%20and%20Outplacement.jpg" border="0" alt="Careers and Outplacement" title="Careers and Outplacement" width="680" height="393" /></h2>
<h2><span style="color: #888888; font-size: small;">Whether in, or out of employment we provide career advice and support to individuals and organisations. From specialist career assessments to CV writing and interview skills training, we are seasoned career and outplacement professionals.</span></h2>
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<h2><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span></span><span style="color: #7900ce;"> Assess</span></h2>
<p><span style="color: #888888;"><strong>S</strong><strong>kills &amp; Values / Psychometric Assessment</strong></span></p>
<ul>
<li><span style="color: #888888;">Provides individuals with clarity as to what direction and type of job would best suit their skills and values when considering future job options. These are linked to career pathways within or external to your organisation.</span></li>
<li><span style="color: #888888;">Psychometric assessment can also be used to confirm interests and aptitudes and allows individuals greater scope for targeting roles that will suit both their strengths and individual preferences. </span></li>
</ul>
<p><span style="color: #888888;"><strong>Research</strong></span></p>
<ul>
<li><span style="color: #888888;">We link individuals skills, values and personality attributes to your next opportunity. We consider and connect these to factors such as the organisartional size, leadership styles, culture and the type of work they want to do.   </span></li>
</ul>
<p><span style="color: #888888;"><strong>CV Preparation</strong></span></p>
<ul>
<li><span style="color: #888888;">Two sessions are provided where we meet individuals to discuss the content of their CV and where necessary make recommendations for changing this format and content. </span></li>
</ul>
<p><span style="color: #888888;"><strong>Interview Skills Training</strong></span></p>
<ul>
<li><span style="color: #888888;">Training and coaching is provided for competency based interviews along with traditional interview styles.</span></li>
<li><span style="color: #888888;"><em>Practice Interview Questions: </em>Before each job interview, we will review the type of interview the individual is likely to encounter and coach them on the most effective way to respond to it.</span></li>
</ul>
<p><span style="color: #888888;"><strong>Ongoing Job Search Assistance </strong></span></p>
<p><span style="color: #888888;">We carry out active job search processes to assist the individual to identify opportunities inside the organisation, or in the marketplace.  This includes weekly scheduled meetings to review job opportunities as well as the preparation of a weekly job search report which summarises and tracks all job applications and opportunities in national newspapers, networks, or via the internet.</span></p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p><span style="font-size: small; color: #888888;">Based on the work of our assessment phase, individuals decide what career opportunities and/or organisations they want to target. We then work with them to put a plan in place to make this happen.</span></p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p><span style="color: #888888;">Although our programs can vary depending on the need, by the conclusion of our career planning workshops all of our outplacement clients will have:</span></p>
<ul>
<li><span style="color: #888888;">A report on career aspirations, skills and values.</span></li>
<li><span style="color: #888888;">A Professional Fino CV</span></li>
<li><span style="color: #888888;">An updated professional LinkedIn profile.</span></li>
<li><span style="color: #888888;">A comprehensive networking plan.</span></li>
<li><span style="color: #888888;">Interview skills training.</span></li>
<li><span style="color: #888888;">Research and specialist career support / advice. </span></li>
</ul>
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<h1>Organisational design</h1>
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<h2 style="line-height: 20px;"><span style="color: #888888;">We specialise in organisational design methodology and in particular, networked design structure and systems. <span style="font-size: x-small;">Reference: <span style="text-decoration: underline;"><span style="color: #6600ff; text-decoration: underline;"><a href="blog/103-blog?showall=&amp;start=3" title="The Future of work"><span style="color: #6600ff; text-decoration: underline;">blog articles</span></a>.</span></span></span></span></h2>
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<h2 style="line-height: 20px; text-align: center;"><img src="images/Change/Organisational%20Design.jpg" border="0" alt="Organisational Design" title="Organisational Design" width="400" height="261" /></h2>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p><span style="font-size: small; font-family: arial, helvetica, sans-serif; color: #888888;">We assess your existing workforce design and organisational structure. <span>Our goal at this stage is to assess the outcomes you need to deliver to as an organisation and then consider the best organisational design (and capabilities) that will enable you to meet these needs.</span></span></p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p><span style="font-size: small; color: #888888;">You can expect that our recommendations will be tailored to your needs. However after years of working in this area, we know that there is a good likelihood that we focus at least some of our recommendations on shifting toward: </span></p>
<ul>
<li><span style="color: #888888;">a more networked organisational structure.</span></li>
<li><span style="color: #888888;">outcomes, not hours.</span></li>
<li><span style="color: #888888;">workforce flexibility </span></li>
<li><span style="color: #888888;">location (considering shared hubs/spaces often outside of city centres)</span></li>
<li><span style="color: #888888;">Use of our proprietary technology to encourage better collaboration, understanding and leverage of skills across the organisation. </span></li>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p><span style="font-size: small; color: #888888;"><span>Through our specialist skills and proprietary systems in building networked organisations we take advantage of skills across the organisation, rather than just through the verticals. </span></span></p>
<p><span style="font-size: small; color: #888888;"><span>We guarantee </span>that with organisations we choose to work with in this area that we will deliver a minimum of 1.5 x efficiency gain across your existing workforce. </span><span style="text-align: center;"> </span></p>


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<h1>Surveys</h1>
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<h2><span style="color: #888888;"><em>“For things to change, first I must change.”</em>  </span></h2>
<h2 style="text-align: right;"><span style="color: #888888;">- Ghandi</span></h2>
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<p><img src="images/Change/Change%20Surveys.jpg" border="0" alt="Change Surveys" title="Change Surveys" width="680" height="345" /></p>
<p> </p>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p><span style="font-size: small;"><span style="color: #888888;">Surveys help us to raise awareness and focus change efforts with individuals, teams and organisations. We use change surveys to baseline performance and gather information that enables us to establish an informed view on what our key stakeholders need. We assess your change requirements to understand what surveys might best suit your situation.  </span><br /></span></p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p><span style="font-size: small; color: #888888;">Once we know your situation, we recommend surveys and implementation strategies that best suit your needs. Our surveys and associated processes have been developed over many years and range from:</span></p>
<ul>
<li><span style="color: #888888; font-size: small;">360 feedback</span></li>
<li><span style="color: #888888; font-size: small;">customer satisfaction</span></li>
<li><span style="color: #888888; font-size: small;">employee opinion </span></li>
<li><span style="color: #888888; font-size: small;">exit interview</span></li>
<li><span style="color: #888888; font-size: small;">training needs analysis</span></li>
<li><span style="color: #888888; font-size: small;">performance management </span></li>
<li><span style="color: #888888; font-size: small;">recruitment and onboarding </span></li>
<li><span style="color: #888888; font-size: small;">vendor performance</span></li>
<li><span style="color: #888888; font-size: small;">change progress  </span></li>
<li><span style="color: #888888; font-size: small;">custom / tailored solutions</span></li>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p><span style="font-size: small; color: #888888;"><span>We deliver a cadre of organisational survey tools and associated processes. We also have access to a team of skilled survey developers whom we have worked with over many years, who are specialists in delivering tailored survey solutions.</span></span></p>


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<h1>Change Strategy</h1>
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<h2 style="line-height: 20px;"><span style="color: #888888;">In 1995, John Kotter published Leading Change: Why transformation Efforts Fail. From this seminal work, his call to action suggested that only 30 percent of change programs are successful.  Perhaps critically for the change industry since this time, further studies have continued to repeat these results with a consistent finding: change programs most often fail precisely because of the thing they are trying to transform, employee attitudes and management behaviour. <span style="font-size: small;"><em><sup>11</sup></em></span></span></h2>
<p><span style="font-family: arial,helvetica,sans-serif; font-size: x-small; color: #888888;"><sup>11</sup>. <em>Keller S and Aiken C, (2009) The Inconvenient Truth about Change Management,. McKinsey Quarterly, April</em></span></p>
<hr />
<p><img src="images/Change/Change%20Strategy.jpg" border="0" alt="Change Strategy" title="Change Strategy" width="680" height="480" /></p>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p>Our first step is to undertake a proactive and independent audit of the current and desired future state of your organisation and the change you are seeking. We employ the latest thinking in change methodology, depending on the situation you are in. This typically involves gathering information from key stakeholders and existing information sources to understand the:  </p>
<ul>
<ul>
<li>strategy (market, vision, culture, values and workforce design)</li>
<li>success measures (objectives, performance metrics and financials)</li>
<li>people (leadership styles, influencers and key stakeholders) </li>
<li>systems and Processes </li>
</ul>
</ul>
<p>In each of the areas above we seek to understand the:</p>
<ul>
<ul>
<li>drivers for change</li>
<li>potential impacts and issues</li>
<li>opportunities</li>
<li>timeframes</li>
</ul>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p>In the decision phase, we deliver a report with recommendations based on our assessments. Depending on requirements these can include but are not limited to: </p>
<ul>
<ul>
<li>a summary of the assessment stage</li>
<li>a storyboard showing where you are going, why and when.</li>
<li>a process for identifying a specialist change team (internal and external).</li>
<li>summary of lead team dynamics; styles, impacts and roles</li>
<li>workforce involvement</li>
<li>recruitment and resource planning</li>
<li>structured internal communications planning</li>
<li>initiatives for baselining and measuring engagement and performance</li>
<li>change and implementation workshops</li>
</ul>
</ul>
<p>From the recommendations in this assessment report your change plan is established and agreed.</p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p><span style="color: #808080;">We then work with you to deliver the outcomes we have agreed as part of the change plan.</span></p>


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