Changes in organizations run consecutively. Sometimes change is part of a merger and sometimes it's a necessity to reduce costs. At other times reorganization might come from wanting to work more securely or more client-oriented. The bottom line is that organizations want to respond to changing circumstances that occur now or that will occur in the future. People want to guarantee continuity in the organization, to see profits and to remain socially acceptable. Dialogis's assistance is sought in these circumstances in order to translate 'thinking' into 'doing'.
Dialogis develops a program - in collaboration and team spirit - with the principals and the team representatives, professional units or project groups that as a result of the Change require another type of attitude, professional perception or a set of skills. The people involved in the entire process are sharply divided according to responsibilities for the 'what' and for the 'how'. Our vision is that engagement must go hand in hand with room to influence. Executive management, management teams and CEOs are responsible for determining the path and the result: the 'what'. The specialists, professionals, employees and implementers are responsible for the daily realization: the 'how'.
The approach of Dialogis is based on the following principle: Retain what works and fits in with the new course, and add what ever is necessary to achieve the new goals.
The result is an effective acceptance process, motivation and development in the desired direction. More secure work, better cooperation, more efficiency, customer-orientation, and having a grip on things are just a few examples of the effects named by principals following a change process. Another important effect is non-reversibility. The new conduct, the new attitude and the new insights are deeply rooted and resistant to storms.< Previous Example | Next Example >