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17
Aug

5 STEPS TO MAKE YOUR ORGANISATION MORE SUCCESSFUL: Solving Problems with SECAR*

To solve any problem in business, it is fundamental to understand the root cause of the problem first. However, most of the time a problem does not have one cause but many. In this case it is necessary to identify and find tailored ways to tackle the cause(s), which can then result in sustained improvements in the organisation.

20
Jan

How does Change Management connect to Philosophy?

“Philosophy is to be studied not for the sake of any definite answers to its questions, since no definitive answers can, as a rule, be known to be true, but rather for the sake of the questions themselves”
– Bertrand Russell

7
Oct

Organisational Change using CI Methods: 2 Day Training 9-10 November 2016 in London

9
Sep

TRIZ in Transformation

TRIZ is a Russian innovation and product design process, which can be effectively used in transformative change process and change management. It helps remove the constraints that hinder innovation and get completely original solutions. As a process it treats the problems and contradictions as part of the system and operates accordingly. TRIZ as a transformation tool first identifies where the contradiction exists in the system. Then in trying to meet both elements of the contradiction it searches for freely available resources that can resolve the paradox. Considering these resources, it becomes much easier to find an innovative solution to the problem.

28
Jun

How to create and re-deploy high performance teams?

In animal kingdom, ants have perfected teamwork. Living in colonies of millions of ants, each ant has a clearly defined role that benefits the colony. They know exactly what their role is and they do it instinctively. Depending on their individual growth, the teams they form may change over time, and these ants take over new roles, promoting constant growth for the colony[1].

14
Apr

WHO WAS DOING THAT? Using RACI to clarify ownership

WHO WAS DOING THAT? Using RACI to clarify ownership

“You told me that the team was empowered and decided to set several objectives in the transformational programme! Now people seems to be blaming each other not meeting them!” These words could belong to a director talking to his head of transformation.