Positive Change Management for high-performing, resilient and human-centred organisations

Whether small or large, organisations are ‘living’ entities. Consequently, the ‘human’ factor is the most important piece of the puzzle for any organisational development initiative. In the design process, it is not about just designing what you believe is needed but understanding the multiple stakeholder requirements and expectations if any change process is to succeed. We work on all aspects of organisational development with our clients:

• Design
• Change
• Culture
• Employee Engagement

Contact us to discuss how we can help
The implicit social order of any organisation. Culture, it influences the moods, the shared attitudes, and pervasive behaviours in your organisation in varied and enduring ways. One of the great challenges of culture, is that it is not the most tangible factors to gauge. It is in fact, implicit in nature, an almost silent language.
The challenge for organisations today, is that in a world where the needs, demands and expectations of clients, customers and stakeholders are ever-changing, your culture today may not be the culture you need to sustain organisational performance required for tomorrow.

In Serrano 99 we strive to work with our clients to build positive workplace cultures. We aid organisations and their leaders identify the unique core values, and how they translated to constructive behaviours, dynamic and flexible work practices, and enhanced performance levels.

We engage with all employees across an organisation to help discover its true identity and where it wants to be in the future. We ask:

  • Who are we?
    What is it we do well? What are our strengths? What are the roots of our success? What are the barriers to continued success?
  • Where do we want to go?
    What is it we want to achieve and why? How do we see ourselves in the future? The shape of our organisation, the vision, the people, the leadership, the products and the services.
  • What do we need to do to get there?
    What aspects of our culture and organisation need to evolve? What solutions can we unearth to overcome the challenges we face? We enable and empower the workforce to participate in finding the solutions to the hurdles faced by the organisation. Drawing on the collective mind of knowledge and experience embedded within each organisation.
  • What next?
    Developing comprehensive plans involving key and influential stakeholders, that enable employees throughout the organisation to be both the drivers and enablers of change.

Building a positive work culture is a process which requires engagement across all aspects of an organisation. We utilise positive psychology, behavioural science, design thinking and appreciative inquiry to achieve the primary outcome ‘This is a place I want to work in!’

Employee engagement requires more than conducting surveys at frequent intervals. It is about engaging people in a manner that enables them to see meaning and purpose in their work, and empowering them to create added value to the work they do

To achieve this requires:

  • A beginner’s mind,
  • opening up to open and constructive conversations,
  • a willingness to explore the potential for personal growth,
  • building trusting relationships,
  • constructing a shared vision,
  • allowing others to aid in finding solutions,
  • communicating in a transparent and constructive way
  • identifying challenging and rewarding work
  • Developing SMART actions
  • Clear ownership at the local level
  • Accountability

We construct a series of workshops, data influenced and specifically designed to your unique context. Engaging employees and using the collective knowledge to further aid in the evolution of your Employee Experience and Value Proposition.

Change can be a daunting proposition. The dynamic nature of industry today places the burden on organisations to be continuously open to routinely changing direction, practices and processes. Change is not just about leading from the top but also empowering leadership from the bottom as well. Change processes have a direct impact on the each of our core psychological needs. Any change process that fails to not only recognise this but fails to identify which psychological needs are impacts, will fail to achieve sustainable change.

We take a multi-dimensional approach to change.

  • We engage with the leadership across the organisation to understand the mindset and factors driving change while also challenging key assumptions and fixed ideas.
  • We develop leadership development programmes designed to enhance leaders change management mindset and skills.
  • We engage with stakeholders across organisations to map the expected vs real impact of change.
  • We engage with stakeholders to co-create a route map for change and the education and communication plan necessary to enable sustainable change.

Change enforced from the top without engagement across all sections of an organisation will leave employees angry, dis-engaged and unproductive. So its important to:

  • Identify the reasons for change
  • Skill the leadership for change
  • Co-create the change project
  • Continuously educate and communicate

Be clear, be informed, and be consistent.

Designing with empathy leads to products, services and processes that fail to connect with an employee, customer or client. We use design thinking for growth as a fundamental bedrock for much of the work we do. It requires a change in mind-set and skills within an organisation. A willingness to ask rather than tell and the building of workspace the embraces innovation.