When re-engineering was the favoured change methodology, there was hope that organisational change could be completely process-driven and that those involved and impacted by that change would simply recognise the benefits of the re-engineered solution and work within it.

However, our experience has shown us that while process has its place in creating change, it isn’t the whole picture.

At Strategic Intent, we use a set of change principles outlined by organisational consultant and researcher Margaret Wheatley, along with a framework for sustainable business improvement, to set the stage for success. Using these principles in preference to a prescribed, step-by-step approach allows us to work with change projects in a way that makes sense for each specific situation. Whether the change is transitional or transformational—as in a cultural change—the same principles apply:

• participation is not a choice;
• life only reacts to directives, it never obeys them;
• we don’t ‘see’ reality. We each create our own interpretation of what is real; and
• to create more health in a living system, connect it to more of itself.

Wheatley’s principles work with, rather than against, life’s natural tendencies. They recognise that when we walk into an organisation, we are walking into a living system. We respond by respectfully working with what is already present and building on what is already working. 

Our change work has a multi-faceted approach. We prefer to work with an internal change team, identifying decision makers and natural leaders to sponsor and support the change. We address the human side of change by listening, coaching, guiding meetings and running content-appropriate workshops on change, communication and relationships. We walk beside you, grappling with the issues, and helping to develop sensible strategies that best fit your organisation.

Contact us for more information on our approach to organisational change, or to find out more about references for our work.