Learn about Change Management


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Learn about business change management to make the most of it. Change is inevitable. At Intelligent Org we help you manage it such that your enterprise comes through the change as the winner. From company mergers to M & A integration, business change comes in many forms and our consultants help you manage it in the best way. Whether it’s through start-up support or organisation development, our business intelligence and solutions ensures your company is always changing for the better.


Organisations are fundamentally human systems, with many supporting subsystems and processes. The goals of organizations’ are achieved by the human behaviours between members of the system and also how these systems and subsystems are managed.

Organisation effectiveness ultimately is the measurement by the members of the system both direct and indirect on how well the goals of the organisation are achieved and, the personal, team and organisation value created as measured by satisfaction of the stakeholders.

So human systems are underpinning the organizations’ performance, innovation & effectiveness, and therefore human behaviour as an individual, in teams and within an organisation determine both the performance effectiveness and the maturity of an organisation.

Organisation Change & Development

We now accept that and organisation must have a system which can continuously change to survive, compete, and be successful. The organisation which is a human system must have processes, tools, skills and a culture which can manage and adapt to the need for change. We also know that socio-economic change has speeded up and is complex, enabled by new technologies and just the rapid evolution of society. We know that the level, pace and complexity of these changes far outstrip the pace of change humans are conditioned for, through scientific research. Management must be both strategic and proactive in ensuring that organizations’ ability to handle changes is developed and connected to the environment it operates in.

We also know through research that major step function changes in organizations’ rarely achieve their objectives and that organisation change is fundamentally a phased process. However effective organizations’ can accelerate continuous change and improvement.

Successful Organisation Interventions & Change

To understand how to create successful Organisation interventions and change we must first understand why with all the knowledge, tools and experience that exist today do, 50% of change interventions fail to deliver the planned outcome.

Relative to other disciplines it’s not that long since management science was born out of Taylor counting men’s movements with shovels.  The knowledge industries have more complex needs and the 4-easy-step approach and obsession with benchmarking and/or fad has cost us dearly when applied beyond process to manage human systems

There are three primary reasons for the high failure rate and poor ROI on Organisation Development interventions.

  1. Interventions are not deployed at the current maturity level the organisation functions at.
  2. Interventions are not executed in a systematic manner where regression risk is minimised to an orderly degradation.
  3. Organisation Development strategy and interventions are not aligned and integrated into the Organisations overall strategy.

The Intelligent Organisation “Sometimes the Game Changer “

We often hear the term game changer applied to an organizations’ product and/or service, the originating organisation had a human system and set of subsystems that followed many of the rules but they produced a disruptive product or service that caused the external parts of the system the market to be disrupted. The other participants in the market/community are immediately at a disadvantage and must be able to respond and change to this game changer catalyst. This will mean human systems enabled change.

The big question for managers/leaders is how do I create inertia in my organisation to enable and respond to change? How well positioned am I to deal with change? And what are the next steps/actions I can take to enhance my organizations’ effectiveness in a complex, dynamic environment?

Inertia in the Organisation is literally the amount of energy from the system that can have an effect on the environment or market.

We often hear the term’s “The intelligent Organisation” or “The learning Organisation” but has been no effective model until now to describe, and measure “How intelligent? How well we learn?”, and how do we move forward.

So not only is diagnosis important for ensuring organizations’ take action at the right level so inertia can be maximized, but it’s also important in increasing its learning level and agility.

 What are the options for Diagnosis & Selection of change interventions?

There are many potential alternative approaches and most have their benefits let us consider a few of these:-

The OD Specialist Consultant:- The normal approach they have will be to follow some form of standard methodology they use including a diagnostic phase, in many cases the form of the diagnostic will be interview or workshops aimed as much at getting the consultant up to speed before he/she/they can make a recommendation. The more sophisticated will perhaps have a structured survey which is either personal behavior focused or if organization focused largely descriptive with no solid OD scientific basis.

The use of some current Model available: – Here we graphically compare some of the popular approaches & Models & introduce the Holignment Organisation Maturity Index (HOMI) as a comparator.












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