CHANGE IS THE ONLY CONSTANT IN LIFE
Embrace it !
Having lived and worked in different countries and cultures, I was forced to adapt myself in many occasions to a new environment where my skill and communications sets were sometimes far from being helpful.
By doing so I learned to see change not as a challenge, but as an opportunity to progress, learn and keep up with the modern world. After struggling at first I not only learned to deal with it, but made it my core energy source. In every change there is something to learn and little by little I added pieces to what I am today.
I also learned that different cultures face change in a different way. If both Switzerland and Japan are quite resistant to change its not for the same reasons. Switzerland wants to maintain a high status quo over the an insecure maybe less favorable future. Japanese are perfectionists and every change puts them at risk to fail this promise. Even if the reasons are different, the outcome is the same - resistance to change and risk of being overcome by a fast pacing environment where speed is more important than size.
If this is true on an individual basis, then it's even more so for an organization. But the complexity of an organization with its individual components make it also far more adaptable to change if managed correctly. An individual only has one way of adapting, his own experience, an organization can source out of multiple experiences.
And yet...they often don't!
Change is most organizations is driven top down or even outside in and does not sufficiently take into account the complexity of its interior, its willingness and capability to change. This often leads to a dramatic slow down instead of the saught agility.
But as on a individual basis, change can be a massive driver for an organization and a starting step for a cultural change.
The core idea of my approach to help businesses with change is to address the issue of change first, instead of hiding it. Making it a topic a bringing people to express their relationship with change, will make it easier in the process to understand and manage possible conflicts. At the same time the organization will feel part of the process even if in many cases, they might not be the ones taking the actual decisions.
MY APPROACH
Most consulting firms follow a strict order or scrapbook when approaching a problem. It's probably the only way to be consistent. Problem with that is, that out of 30 pages of a final presentation, 15 are standard ones, either explaining their approach, definitions and procedures or giving generic advice that most of the times is little helpful.
Whenever I worked with Consulting agencies, I seeked for a very personal approach, having people being involved and "part of the problem" to solve it or make proposals that eventually lead to a solution.
In the same manner my approach is not to sell you my style of dealing with problems or giving fixed solutions, but to use my experience and expertise to understand your problem and by asking the right questions, to help you look at it form a different angle.
I don't work with a specific method, only the one I used over 20 years as a manager myself:
- Ask questions, there are no stupid questions, only useless answers
- There is always a solution
- "not possible" does not exist
The rest will be an organic approach, depending on the organization, its maturity, its surrounding, its people etc.
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