With a deep understanding of the behaviours and factors that lead to lasting, successful change combined with nearly 20 years’ experience of delivering major organisational change and transformation programmes means we can help you succeed at change. We take a planned approach to change, working with you to clearly identify the outcomes to be achieved and then developing a step-by-step approach to help you successfully navigate the road ahead.
In fact, Hayley is so passionate about helping organisations create culture change that engages people and successfully takes root that she wrote an ebook which is FREE to download and filled to the brim with useful tools and techniques. You can download your free copy here.
To give you an idea of the kind of support we can give, here are just a few examples of our experience:
Case study 1: Large department (300 staff) in a media organisation
- Phase one: Data gathering via focus groups with 120 staff and 1-2-1 interviews with 9 senior executives.
- Phase two: Thematic analysis to identify trends against an agreed change framework (Burke-Litwin Model). Each element of the model was coded red, amber or green to give us a sense of strengths, gaps and opportunities.
- Phase three: Feedback to the departmental director, agreeing how we would feedback to his leadership team of eight assistant directors.
- Phase four: Feedback and workshop session with the leadership team. Recommendations were provided for each element of the culture we’d examined.
- Phase five: It was then left to each assistant director if they wanted to work with Hayley directly to do some deeper work. Two of the assistant directors took up this offer. The support Hayley gave was a mix of individual and team coaching.
- Phase one: Data gathering via focus groups with around 80 staff and 121 interviews with the six members of the leadership team as well as interviews with clients and partners, such as NHS.
- Phase two: Thematic analysis using an agreed framework (Weisbord Six-Box Model). Each element of the model was coded red, amber or green to highlight strengths, gaps and opportunities.
- Phase three: Feedback to the departmental director including co-designing with her a workshop for her leadership team.
- Phase four: Feedback and workshop session with the management team. One key action which came as a result was that the team wanted a one-day away day with all staff to work through the findings of the data gathering phase.
- Phase five: Design and delivery of the one-day away day, working with the management team so they had full input and ownership. Each member of the management team facilitated different parts of the day, with Hayley there as support. A detailed action plan with project teams came out of the away-day.
- Phase six: Survey was conducted six months and 12 months after the original data gathering to track progress. Findings were then used to help refine any action plans.
- Additional support: One-to-one coaching with the director. She felt quite vulnerable in the early months and wanted to work this through with someone she trusted.