The power of change model
Based on extensive scientific research we distinguish five factors which influence the effectiveness of a change for people and the organization. This is what we call Power to change. If one factor is missing, or if the factors for failure dominate, the change is hampered.
For an explanation of the Power of change model and the associated methodology, please click here.
To be able to work in a focussed manner on realizing a change target it is crucial to understand the organizational context. Taking this as our starting point we, together with the management, view the organization and the change assignment integrally. We do this with the Change Competence Model. Your organization’s change competence is determined by the connection between the organization’s vision for change and its capacity to change.
Working on an organizational change starts with a careful diagnosis. With the diagnosis of the organizational change competence, we can link the desired change to the organization’s change capacity. This diagnosis clarifies if the change capacity is up to par with the desired change. This identifies the areas that may lack capacity, so that these can be further developed to support the desired change.
The diagnosis is the starting point for the design of the total change program: the change strategy, the appropriate change approach(es), and the necessary interventions. If so desired we also stay involved in the change during the execution of the change program. We do this by supporting the client with focused advise, monitoring the progress and shaping and substantiating the necessary interventions to increase the organization’s capacity to change, so that the envisioned change can actually be realized.