Client Services - Assess
Effective planning for organisational change requires an accurate understanding of those who are impacted by the change. Insight & Influence uses a variety of well-validated techniques to assess and monitor change and its impact:
Organisational Capability Platform
The capability platform describes how a strategy will be created and sustained and how the firm can continue to out-perform its competitors. The success of the firm will depend on the competencies and experience it has developed, and the commitment of its people. The willingness of a team to perform will in turn be strongly influenced by the firm’s culture, structure and systems and the effectiveness of management.
The process helps us to identify the following elements of success:
- The required capabilities
- The appropriate structures and systems which encourage performance
- The cultural dimensions that nurture and empower people
- The management factors that lead to commitment and motivation of the firm’s people.
Insight & Influence has run leadership development programs focused on improving the capability platforms of the client organisaion.
Leading Change Drivers
The Leading Change Drivers are the beliefs people have about a specific change that determine whether they will resist or accept the change. Leaders who understand their followers' Leading Change Drivers profile and adapt their influence strategies accordingly, can achieve faster and less costly change.
The Leading Change Drivers are based on over 20 years of research into how resistance to change can be transformed into a commitment to change.
Insight & Influence have developed the Leading Change Drivers Survey. This on-line instrument enables change leaders to accurately and efficiently profile their staff members' Leading Change Driver profile. The survey produces a report which includes detailed findings on each of the Leading Change Drivers and provides advice on actions change leaders can take to leverage the strengths in their Leading Change Driver profile and close the gaps.
For more information about the Leading Change Drivers and the Leading Change Driver Survey please go to Insight & Influence | Organisational change | Team change | Personal change
Team Performance
Workplace teams are often the primary level at which change efforts are managed. Team performance relies on a variety of success factors;
- a clear and compelling purpose
- a real team
- high expectation of achievement
- organisational support
- continuous learning.
Understanding how well the team fulfils these requirements provides the team leader with a basis for planning what they need to do to drive team change. Our Team Success™ Methodology assesses current team effectiveness and identifies team development actions.
Psychological Well-being
One of the main impediments to change is staff uncertainty and anxiety about the change. The ASSET on-line tool enables leaders to identify the sources, level and impact of stress in their organisation. Interventions to improve the psychological well-being of staff can be planned with more accuracy and confidence.
Organisational Social Capital
The network of alliances and relationships amongst employees contributes to an organisation’s reputation, its member’s esprit de corps, their loyalty and commitment. Our methodology can assess these identity resources to develop strategies that can make the most of organisational social capital. Outcomes from the methodology include:
- Better awareness of shared organisational goals and barriers to organisational improvement
- Greater employee participation, empowerment, commitment and feeling of representation
- Improved trust, communication, enthusiasm and creativity
Leadership Capability
Individual leaders vary in their experience, leadership style, skills and knowledge. To ensure the leadership team are able to meet the challenges the change presents we employ a range of well-validated tools to identify the leaders strengths and development needs.
Leaders gain insight into their leadership development needs more quickly and accurately by receiving feedback using a variety of validated psychological and behavioural questionnaires. As psychologists we have access to a broad range of tools including:
- personality profiles,
- 360° surveys and
- aptitude tests.
