Nurturing a corporate culture where employees and stakeholders embrace change can be one of the toughest challenges a company faces.
Companies and organisations change because they have no choice. Sometimes the force of change is internal and other times external, for reasons ranging from competition to internal culture and politics.
In the past, organisations committed themselves to creating stability with incredible amounts of resource expended creating strategic multi-year plans. Today, the rapid rate of market innovation and technological change has turned many organisations on their heads.
Today’s successful companies embrace risk and change management at both board and senior management levels. Organisational change management is a coaching activity that takes place at the highest levels of a company, and once completed successfully it impacts all levels of the organisation. True decision making for successful product and service delivery is becoming the remit of smaller and smaller teams and individuals, oftentimes involving strategic partnerships.
Gerry Lawrence, Company Director
Toby Owen, Chief Product and Technology Officer:
Utilizing Scrum and Agile methodologies, I can help your team create an innovative culture that is able to scale.
Agile processes foster an iterative model of change in an organisation built on frequent inspection and adaptation, along with a individual leadership ethos that fosters teamwork, self-organization and accountability. Scrum is an ideal way of approaching Agile change, resulting in processes that enable your organization to adjust smoothly to rapidly-changing requirements and business goals – whatever you product and service delivery may be.
These methodologies build on components that allow an organization to customize their transformational strategy and implementation. By understanding internal work flow, systems and third party relationships, we can audit and create a taxonomy that will enable you to create incrementally prioritized change efforts in the areas that deliver most value and are most in need of change. This is an iterative approach that passively builds a learning organisation that can scale in a fast changing world.
