Organisational Change

Change initiatives fail because organisations choose to focus on business strategies and processes rather than on the people that will be affecting the change. Learning for organisational change with Clarion Learning involves creating sustainable changes in organisations by focusing on creating new mindsets and behaviours rather than implementing new structures and processes. This integrated approach becomes increasingly important as the intervention shifts from having an operational to a more transformational focus. Organisational learning interventions with Clarion Learning consist of four phases - Discovery, Design, Delivery and Review. The four phases all individually and collectively have an impact on the mindsets and behaviours shared in your organisation to create sustainable business results.

"When an automobile maker is designing a new model, he does not ask the people in charge of wheels and tires to do an ROI study to justify having wheels and tires on the new model. It is accepted that the new model will not be complete, will not work, without wheels and tires. Learning should be viewed as the wheels and tires of any organizational change effort - no change effort can be successful without learning."
— Daniel R. Tobin

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Discovery

The discovery phase usually begins with a 'Team of Leaders' workshop which ensures not only that the vision driving the change is clear but that the leadership team is fully aligned with the desired change. We often use the Organizational Barometer, a dynamic real-time diagnosis of your organization's current thinking around change, need for change and change readiness. It is derived from the theory of the Four Rooms of Change a unique and empowering model of change which was developed by the Swedish psychologist, Claes Janssen and deals with change, with what happens with people and organizations in change and transition and with how they can influence the change process.

Design

When implementing change, we need to work at the organisational, group and individual level. The 'whole system' approach to organisational change informs us that no matter where we focus, there will always be an impact on the rest of the system. We need to ensure that the multiple levels of the learning intervention are aligned and constantly reinforce rather than undermine each other. The delivery phase may consist of large group interventions, team learning, and personal development. Each intervention is customised around your specific organisational needs - based upon the results of the initial discovery phase.

Delivery

Our core philosophy is that learning has the greatest impact when it is delivered with simplicity, creativity, depth and through active involvement of the participants. Our consultants see their role as to facilitate the learning process and encourage individual, group and organizational dialog and learning. David Bohm describes dialog in the following way: 'Dialog is really aimed at going into the whole thought process and changing the way the thought process occurs collectively. The ability to perceive or think differently is more important than the knowledge gained.' This is ultimately what organisational learning is all about.

Learning > Change > Results

Discovery

Design

Delivery

Review

Learning Events

Tools & Diagnostics

News & Articles

Four Rooms of Change®

Australia