ADDRESSING ROOT CAUSE OF SUSTAINABLE PERFORMANCE IMPROVEMENT
Culture change has become a buzzword throughout global industry in recent years. However few can provide a working definition of culture, in order for its development to be addressed pragmatically. This creates a lack of alignment throughout teams and improvement initiatives. Seeing project management overly-relied upon, whilst change management* is overlooked, poses significant risk.
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Finding the Balance All forms of organisational change e.g. WCM, Lean, OpEx, PEX, BPM, CAPEX investment, M&A, IT implementation etc. require a balanced view from both a tangible (project management) perspective and an intangible (change management) perspective. The latter addressing the mental transition required if new behaviours are to be willingly adopted. |
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Alignment
The human factors which constitute organisational culture must be considered in as much detail, and with as much planning, as the technical aspects of any change initiative. This however, is impossible without the presence from the outset of any activity designed to improve culture; without a standard by which leaders can define what organisational ‘culture’ is.
Failing to develop this common view and a deep understanding of organisational culture within the team from the start, significantly increases risk. In the absence of a standard definition, misaligned opinions and assumptions often provoke actions which pull in very different directions.
Our Services
Duxinaroe offer our clients a working model of organisational culture which assesses and addresses current organisational conditions. The deeply informed and robust approach provides leadership teams in any environment, market or sector, the capacity to tailor change initiatives to the cultural conditions of their particular organisation and situation.
The Dux method generates an understanding of what is required to lead by example and what is required to develop a sustainable, high-performance, no-blame future state for the organisation.
This increases confidence, alignment, autonomy, flexibility and organisational reactiveness. It ensures change can be adopted efficiently and effectively whilst saving time, money and reducing resistance to change at every level.
* Change Management: addresses the human factors which make up an organisations culture. Change Management in general and The Dux Method in particular, also address the intangible transition people must go through in times of organisational change.
