Leopards can't change their spots... can you?

Traditionally change management approaches have concentrated on strategic methods of introducing change into organisations, which involves important concepts such as leading from the top and developing clarity about what must change and why. The risk is that many companies end up taking what FAABC calls a "doing to" approach, which is characterised by the organisation merely accepting change, but not actually embracing it, as if change is being inflicted upon them.

At FAABC we have developed an approach we refer to as "doing with," which builds on the traditional approaches, recognises the uncertainty inherent in change and works with this to enable the organisation to develop the resilience that current market conditions require. This means that we look for ways to actively engage with those most affected by the change and work with them to identify what needs to be in place for them to take ownership of implementing the change. We look at both the covert emotions, behaviours, beliefs about change, as well as what might be overtly expressed.

Specifically, the areas we consult in include:

In our change management interventions, we identify behaviours that promote the change process, as well as those which inhibit or block it. For example, beliefs held in the organization about someone's own ability to change can also either support or derail the change process. By taking these factors into account, we can move towards creating a 'thinking space', which enables creativity and innovation.

Thoughts on Change...

"The quest for certainty blocks the search for meaning. Uncertainty is the very condition to impel man to unfold his powers." Erich Fromm

Request a Contact

Are you ready to improve your company's ability to effectively manage change? Contact us today for an initial consultation.