More than ever before, organisations are attempting radical changes in how they do business, with consequent shifts in their values, structure, systems, styles, staffing, work roles and skill bases. The need for this new order of change is clear and Wadenhoe spends much of its time working with senior leaders on frameworks and techniques designed to achieve it.

Our more recent experience, underpinned by Wadenhoe Centre research, highlights the need to increase the focus on individual reactions to change. Many negative feelings can be deflected if consideration is given to the initiation of change and how it might impact on individuals. These considerations must include the way that decisions are communicated, the level of support during pre/post-implementation and the effectiveness of participation/consultation.

Leadership is the key – but not just leadership from the top, although clearly this is fundamental. Today's organisations require leadership at every level - the leadership that recognises the need for change; anticipates the reactions of individuals and demonstrates sensitivity toward them. Emotional Intelligence, therefore, becomes a key differentiator in effective change leadership.

THE WADENHOE WAY

Our work focuses on two interrelated areas:

• Facilitating “strategic change” discussions and programmes with top management/senior leaders - helping them to translate there strategic intent into operational plans.

• Working with managers at all levels, to develop leadership skills and behaviours that will ensure the successful implementation of strategic and operational plans.

A third, and increasingly important strand of our work is in helping organisations to make the cultural transformation from Constraints, Compliance and Control to Support, Discipline and Trust. This requires a much stronger developmental focus on Leadership, Facilitation and Performance Measurement/Management.

THE BENEFITS FOR YOU ORGANISATION

• Your leaders at every level will know how to develop strategies and operating plans for change that create the circumstances for success.

• Your Organisation and its leaders will understand and be sensitive to people’s reactions to change whilst, at the same time, taking actions that are necessary for long-term success.

• You will significantly increase the effectiveness of change programmes, in terms of timeliness and cost.

• “Change” will be managed as an integral part of normal business practise.