and Change Management
The need for intervention
and/or training in an organization is not always easy to recognise and
then to acknowledge. Often the first signs are recognised by the organisations
Human Resource section, showing up as:
= above normal stress levels and/or
= low morale and cynicism amongst
= unresolved resentment amongst
staff towards management;
= overt or covert conflict between
= staff underachievement.
of effective communication within an organization is often at the root
of these difficulties.
is in identifying the nature and extent of the communication difficulties
in an organization and in being able to implement the appropriate interventions,
in harmony with the vision and aims of the organization.
situation is different and needs to be approached from its own unique
perspective. The following however are some general principles which shape
the strategies for the successful outcome of any consultancy:
= the CEO and the Executive need
to be fully committed to the project;
= the staff need to be involved
in articulating their perspective on the
difficulties and encouraged to share their ideas about possible
= adequate resources need to be
allocated over a sufficient length of time, to ensure that appropriate
interventions are effectively integrated into the corporate culture.
I am happy to work with organizations who are fully committed to supporting
appropriate interventions which will lead to sustainable long term change.