Organisational Consulting

The balance of my consulting work has shifted to organisational rather than strategic issues over the last 7 years, however part of the value I bring to clients is my understanding of both spheres and my ability to create the bridge between strategic direction and organisational change. Most of my change consulting is concerned with bringing about real, meaningful and sustainable strategic customer focused change.

Change Management Consulting

An integral approach to change management means taking into account four essential perspectives within our change diagnosis and interventions. These perspectives can be loosely summarised as behavioural, psychological, cultural and systemic. The integral approach suggests that if we leave out any of these perspectives, then we are being partial and less than holistic, with the ignored perspective coming back to haunt us at some point in the future. A truly integral approach also involves understanding and working with the inter-connectedness of these perspectives or dimensions. In simple terms this is saying that change leaders and facilitators need to be able to think, plan and act practically, psychologically, culturally and systemically and need to draw upon specific approaches arising from each perspective.

An introduction to this integral approach to change management and examples of the specific models I use are in this introduction to change management presentation.

Looking back at my career over the past seven years, I have spent time working with and learning from four very different organisations, each firmly grounded in one of these perspectives.

The cultural perspective: Surrey University HPRG

The psychological perspective: Roger Evans and Creative Consulting Limited

The behavioural change approach; Change First Limited

The systemic approach: The Networked Learning Group

I draw upon what I have learnt from each of these perspectives within my own consulting work as well as in my courses for change leaders and managers, more on which can be found in the section on Professional Development for Organisational Consultants.

Leadership Development

Many leaders and practitioners I speak to are becoming aware that a different type or level of leadership is needed to be able to address the challenges of increasing organisational complexity, change and uncertainly. This ‘second-tier’ leadership involves taking an holistic or ‘meta’ perspective and understanding how to appropriately draw upon different leadership models and change approaches. Conventional or ‘first tier’ leadership models tend to describe an ideal in terms of leadership behaviours, competencies, traits and qualities, which is ultimately limited in usefulness to specific stages of organisational development. Second-tier leadership transcends but includes these previous models within a dynamic awareness of what might be needed in any given situation.

I have developed this integral approach to change leadership into a 3-5 day tailored course for groups of leaders and managers. To find out more click here.

Other organisational issues and requirements

I can help with other specific organisational development issues and requirements including:

Organisational design

Knowledge management

Team building and development

Coaching strategy for HR managers

Learning and development strategy

If you would like help with any of the above, please get in touch

Aubyn

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