Organisational Change

Quality-driven organisations now demand staff to be involved in the decision process; to be confident to make suggestions that will aid overall efficiency. But for many organisations and particularly the professions this demands a culture change - moving from autonomy to inclusivity.

Senior management often feel that communicating the new structure, instigating meetings and possibly sending key staff on courses will make this happen. However, so often staff tick the boxes, put the training manual on the shelf and continue as before. Nothing will have changed.

Staff respond in different ways. Those with long service will remain but are generally unhappy, insecure and demotivated but for personal reasons do not see an option to move on. Others respond by updating the cv and scouring the vacancies. The organisation has not achieved the benefit of the new structure, staff are demotivated and key members may leave.

The role of staff development is core to creating an open culture, able to respond to changing needs. Focus for Change develop workshops specifically to meet organisational needs and other programmes complementing this area include:

·

Executive Focus – A valuable opportunity to stand back, to take an overview and consider how to    use your time and that of your team more effectively – to focus and prioritise.

Culture Change – Motivating staff to be proactive to change - to embrace a culture of inclusivity. A workshop involving management and staff in the organisational vision and creating a can-do ethos Continuous Development – Interactive workshops structured to reflect the importance of developing a   learning culture which motivates staff to recognise their contribution and the personal benefit of continuous improvement.



Pathways – Motivational workshops for male or female groups which build confidence and assertiveness   and   bring into focus personal options and career priorities.

Customer Service – The Broader Focus: A two-day workshop which considers key areas including today’s competitive business climate, the role of the team, changing client and customer demands, communication strategies and time management.

The Next Step – Reviews opportunity resulting from organisational change including choices around     retraining, voluntary severance, redundancy or early retirement.

Optimal Performance – An holistic workshop to help management and staff achieve full potential through life-balance and wellbeing to set clear personal goals.

  “Whatever your status in the work hierarchy, you experience similar personal stress while learning to cope with changes.”                     Senior Manager