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Our change model at Kommunikationslotsen
We generally work with the entire relevant system -- across functions and hierarchies.
Depending on the compexity of the task, this involves managers and employees from all levels,
departments and functional areas. Sometimes it also includes stakeholders from beyond
the organization.
We accompany our clients on the journey toward a new structure, culture or strategy. Together
we create a temporary learning community where we can explore new perspectives, open the
door to greater possibilities and develop the potential for self-organization.
What is special about working with the Lotsen: For every change and consulting project in
a client organisation, we establish a pilot group -- a representative cross section of
the (entire) relevant system. We call it „the nucleus", because the real change begins here
and then spreads out to the entire organization.
Working with the pilot group provides answers to the following questions:
Which perspectives are important for the topic at hand?
Who needs to talk with whom about what? Which methods/approaches are useful?
What challenges need to be taken into account (in the process)?
When it isn't clear where things really can or should be going, we facilitate further
dialogue among the pilot group and the leadership circle to clarify the objectives. This is
a key success factor.
What is essential: The pilot group is a direct prototype for the change effort. It is not
a design team nor a steering committee that discusses everything in theory. The genuine
change or rather the initial step towards a solution will happen here -- in a very practical
and tangible way. The group works on the topics and undertakes a deep dive into the process.
Meanwhile, as facilitators the Kommunikationslotsen support positive relationships among the participants
in the pilot group throughout challenging phases of the process.
The pilot group is a safe container for real experiences of the dynamics of change where
participants can grow into their best selves.
To support this work we offer a two-level understanding of change. The two dimensions
are process and dynamics. In the ship model, the invisible force of ‚dynamics' lies below
the water line. Similar to currents and shallows at sea, this is where emotions, principles
and beliefs appear as powerful forces and levers in the change effort. Facilitators
help the group work actively with these forces, by raising awarness and helping the group
explore their assumptions and beliefs.
Above the water line are the methods, strategies and tools such as ‚visual facilitation'
or large group interventions.
Focusing on methods too quickly is not helpful, though. We always ask: „What is the objective?",
and inquire about motivations, previous developments and context.
Everyone involved works in a very concrete and practical way on the task at hand. In
most projects, however, the real lever to success lies in the new thinking and the new
mental models that evolve as we work together.
And so, we are working together both in the organization (the content) and on the organisation
(the operating system) at the same time.
All along, we openly share our process know-how and methods, empowering and coaching the people
with whom we work. Our goal is to make ourselves superfluous as soon as possible.
Until the next, bigger challenge comes along.