The traditional method of bringing about change in an organisation is that top management drafts proposals, informs the employees concerned and then implements the changes. However, the proposed changes are often not introduced as planned. Reasons may be that employees are not sufficiently motivated to effect such changes, cannot see the point of these changes or have an aversion to new ideas.
Organisation Diagnosis for optimal effect
A more effective way of introducing change in an organisation is to start by making a diagnosis of the organisation. As a rule, anonymous surveys are used that focus on charting the following organisational aspects: collaboration, management, internal communication, motivating factors, customer-orientation, result-orientation, etc.
After the information has been analysed, the results are presented to management and staff. In discussions held in working groups, staff then devise concrete action plans, implementing them once they have management approval. At a later stage, a further evaluation is made of the effects these measures have had. This programme is based on the Empowerment Filosofie.
Is your organisation undergoing any changes soon? Please feel free to contact us to discuss the matter. More information, visit our contactpage.