Strategy, structure and people

We have a comprehensive approach embracing all three aspects of change: strategy, structure and people.

The strategic perspective

The starting point for a successful change process is a clear and communicable strategic platform for the change that is owned by the whole management and encompasses the whole process and everyone involved. Where are we today, where are we going and how will we get there? In order to achieve the change, it is important to answer not only the question of how the change will take place, but also why we must move from our current state and what will be better about the desired state.

The structural perspective

This includes structures, systems and processes. This perspective usually receives a lot of attention during a change. Structures are important, but a change cannot just be achieved through organisation. It must take people, working methods and processes into account. You cannot achieve successful change just by providing structure.

The human perspective

The human perspective includes factors such as values, attitudes and behaviour, and how these affect the capacity of an organisation to change. No genuine change can be achieved until the people in the organisation think and act differently than before. Dialogue is the most important tool to get people to take in, understand and react to change