Normally, an organization knows when, how and why it needs to develop

It also accepts that change is inevitable and actually necessary to for survival. However, the challenge- and sometimes the obstacle to these processes- are the people within the organisation. In Anne Rød et al. as we focus on getting the people on board!  We have dedicated our business to helping our clients succeed in creating sustainable and positive changes by applying skills and mind sets that enables this.

By implementing changes in a way that respectfully involves the creativity and resources of the organisation, our customers are able to develop a culture that knows and recognizes the necessity for, and possibilities that lie in, changes. Positive and sustainable changes are possible by bringing people together and creating an environment and culture where constructive interaction leads to a shared understanding from which common goals are developed and a workable route is agreed upon.

In a change process Anne Rød et al. as helps the organization succeed by addressing key areas of communication and team development. Anchored in the business strategy, we support our customers in tailoring and implementing the change programmes, ensuring that the people are onboard!

Training for change; skills and tools needed for successful change processes
The process involves a series of workshops covering the following elements:

An assessment of where the organization is and how it perceives itselt. Initially the participants needs and expectations are explored, and skills and tools required to enable the change identified and addressed. What is the mindset of the leaders in terms of:

• Ownership to new strategy
• Perceived gap between present situation and desired situation (as outlined by strategy)
• Identify success criteria for change
• How to create an open and safe environment for change
• Constructive and empowering communication
• Motivation and involvement
• Q- storming for the future, innovative processes
• My strengths and challenges as a leader
• Taking responsibility and taking the next step
  

Through interactive work in small and larger groups the participants experiences the effect of the tools, the impact of the communication and gets relevant feedback which will accelerate their growth as leaders.

Large group change process
Also known as Deep Democracy processes creates a moving dialouge where people are invited to share opinions that otherwise don’t get expressed. This process allows all voices, no matter how provocative, to be voiced and heard.Participants are asked to consider positions that they may not have considered before. They are asked to listen and to speak.Many people are surprised by what they learn and even more surprised sometimes by what they find themselves saying as they visit new perspectives. Participants hear things they’ve never heard before and find new understandings.By hearing from  voices and positions- both internal and external – that are impacting and being impacted by the organization, a broader and deeper understanding of a given topic or situation is possible. The process is suitable to explore the underlying dynamics influencing an organization both from internal and external stakeholders. It provides the basis for further change work and gives a solid foundation for creating better and more sustainable decisions. The more information, the wiser the decision.