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Understanding change >

Organisations are like living creatures that are continuously working to maintain a steady state - this is especially true of large and well established companies. This probably explains why organisations, for the most part, require external impetus before initiating change and indeed why the ensuing organisational change programme is resisted even when it is necessary.

In a 'burning platform' or crisis situation the need for change is readily apparent. It is not true to say that crises can always be avoided with greater foresight and planning. The fact is that changes in today's globalised economy mean no organisation can stay ahead of the game - the best they can hope for is to stay ahead of the competition.

Many organisations employ elaborate intelligence gathering mechanisms for scanning their external environments (customers, markets, competitors, benchmark groups, suppliers, etc) and yet often the early signals for change are shrouded in noise or simply manifested in anomalies between external perceptions and internal postures. OnPoint acts as a trusted advisor to clients, validating and amplifying the need for change early in the process.

As your partner we bring external intelligence and analysis including best practice, competitor and comparator analysis, as well as emerging or anticipated movements in technology in its widest definition.

We help you to make sense of change, and to understand what it means for your organisation. Building on this, we help manage change at three levels:

At the individual level, we facilitate stakeholder engagement and communication, positively helping individuals who work within the organisation to change their skills, values, attitudes and behaviours. We know that taking people on the journey and personalising the experience is a key enabler to overcoming resistance to change amongst individuals.

At the structural level, we help to design and put in place new structures and systems including reward systems, reporting relationships, work design, etc.

At the climate level, we help to affect the organisational climate and culture - helping redefine the business and how it thinks of itself; helping people at all levels understand their goals, roles and contribution to the organisation's mission; how people relate to each other, how conflict is managed, how decisions are made, and so on.