All change is essentially about changing behaviours, whether it relates to working environment, technology, structure, values, or outcomes such as performance and wellbeing.
We work with clients to identify which behaviours are essential, assess how well these are incorporated, and define how best to enhance these, or facilitate the embrace of new behaviours.
The end goal will be to align behaviours with existing or new cultural attributes to secure lasting behaviour change.
Behaviour change is focussed on convincing individuals to actively embrace new behaviours, but the case for change is ideally addressing the whole organisation.
The challenge is to find the optimum balance between individual interventions for change, while addressing organisational change too. We help clients to define where that ideal balance is.
There are plenty of behaviour change techniques which have been scientifically tested. We keep abreast with the latest research and always apply the most effective interventions.
The optimum group size for change interventions is typical team units. Team members working together have built their own working practices and share the same norms. These relationships build cohesion.
Working with teams instead of individuals allows for this team cohesion to aid collective change. Once a critical mass is achieved, with a sufficient number of team members embracing the change, the remaining ones are likely to follow suit.
We apply the latest behavioural science techniques to incorporate both individual and team behaviour change.
Improvements in work behaviours can be substantial when approached in the most optimum way.
Achievements for our client organisations show up to 70% increase in the effectiveness of behaviours at work after conclusion of change effort.
You can see examples of specific behaviour change enhancements measured post change for client projects within three different industries.
Whether behaviour change is implemented through individuals or teams, there is often an overall organisational change to address, too.
Organisational change originates from a need to adjust policies, structure, and processes, or represent a change in business strategy.
If change is a result of a merger or a push for new values, then culture change is the most desirable long-term goal.
Whatever the type of change, it is essential that changes in behaviours are aligned with the organisational change and vice versa.
Our experience and expertise will ensure that all these elements of change are linked and coordinated.
All transformations essentially build on behaviour change, and the behaviours which need changing depend on the type of organisational change required.
We help our clients to understand the opportunities for transformation and support them through the entire implementation.
We have successfully delivered a large variety of organisational and workplace transformations through customised change programs across Europe and Asia.
Learn more about our work and workplace transformations by following the link below.