Dialogic inside out
Traditional change management and restructure programmes only have a 30% success rate, so why do companies still pursue them with such fervour? The top down change management programme is not effective and often lead to demotivated and unhappy staff.
Broadcasting from the top of the organisation internally is counterproductive and often leads to demotivated and unhappy staff.
We can work with teams and departments to create a series of participative internal dialogues to support positive change inside your organisation.
What is internal dialogic?
All too often, we’ve worked with organisations who have struggled to implement ‘best practices’ in change management. Defining a vision from the top down, identifying and implementing what change is needed until the organisation is fixed’ doesn't work.
We’ve got an alternative approach that starts with a question: Why not start a conversation and empower your workforce to tackle your organisation’s challenges?
It disrupts habits so that something new and better can emerge
A dialogic approach puts people at the centre of organisational development. Rather than create a plan and then try to engage your team, we aim to start by communicating internally and co-constructing a plan that both fits your needs and context and has the benefit of our expertise.
THE SCIENCE BEHIND DIALOGIC
Dialogic organisational development reframes conversations so that creativity and innovation are heightened and empowers staff to come up with their own solution and try small fail-to-safe experiments. It enables horizontal conversations and meaningful engagements to happen in which groups and teams internally come up with solutions collectively.
We can make and remake the world by introducing new ways of talking.
Effective change happens when there is a significant shift in how the organisation interacts from within – culture, language, conversations, and communication – encouraging the emergence of new possibilities.