Worlds best cultural change management and organizational transformation process-http://www.spandah.com/culturalchange.htm

Cultural Change & Transformation

Do you want to

take the pain out of organizational change
transform negativity and resistance to change into positive ownership and commitment to the changes you want to install
generate, direct and focus the energy and passion of your people to create the success that you know is possible

Our consultants have worked internationally on change projects ranging from very large enterprises ($10Billion organisation of 90,000 people) to medium sized ($30million, 900 people) and small ($5million, 100 people) enterprises, involving a range of applications from design to Vision & Strategy to full scale implementation of cultural change.

Spandah’s Change MasterProcess has three key applications, depending on your organisation’s scope of change and need for external consultant assistance -

Vision, Values & Strategy Process Create a dynamic, powerful, inspiring Vision and value-set for the Executive team and the organization, together with the key strategies that will drive the Vision to completion.
Cultural Change Process Energise the whole organization by changing or adapting the overall culture of the organization to align people, products & services, operations and all other processes and activities with an inspiring corporate vision, values and strategies that are owned and implemented by the people in the organization.
Local Change Process Integrate local workplace change projects such as IT, new systems, processes and procedures with least resistance, maximum acceptance, ownership and commitment and integrated with the corporate vision, values, strategy and outcomes.

Spandah can provide

independent consulting,
facilitators for critical points in the change process,
full design and delivery of change processes and workshops, or
licencing of its products in-house to your organisation for you to integrate with your existing strategy.

Case study – Cultural change

FDS Group is a leading Field Marketing business in the UK that has grown rapidly over the past 6 years. The company realised that to continue to grow, the culture and organization had to change – to facilitate the growth required and to empower the talented people in the organization to contribute fully to that growth.

FDS decided to use the MasterProcess and the Change MasterProcess Vision & Strategy programs to facilitate this change.

It found results very quickly.

Paul Turner, Financial Director and principal shareholder, takes up the story:

“FDS has grown well over 1000% in the past 6 years. This caused considerable cultural, managerial, operational and style changes that had become increasingly difficult to encompass.

Following a major strategic review, we started a process of re-alignment with our new direction.

I heard about a brilliant change management product in Australia conducted by Christo Norden-Powers, went over to Australia in May 2002, saw it, returned the UK to discuss it with my Board and then flew again to Australia a month later to go through the MasterProcess section of the product.

I knew immediately that it was what we were looking for, so we brought Christo to the UK in July 2002 to take our own Group Board through the MasterProcess and Vision & Strategy process.

Christo returned to the UK a month later and began the next stage of cascading implementation and buy-in from our people, conducted a series of MasterProcess training programs for our managers and staff...

The results have been spectacular. It was so easy to promote through the business and has made huge changes in culture and style very easy to effect.

We are very happy with the results – so much so that we... set up a division to market and deliver the programs to our clients in the UK.”

Organisations that are committed to excellence layer their culture with the MasterProcess.

Read what the FDS people say about the Cultural Change facilitation

Case study - Ned's story

If you have a copy of the recent (June 2006) Australian Institute of Management book DNA @ Work, to which I contributed a chapter, you will have read Ned’s story (pp. 232 - 237), which arose from a change workshop I was facilitating for a large organisational cultural change initiative, and which illustrates some of the Actions in Workplace: identifying and using an opportunity to link project values to outcomes to create new symbols of behaviour; using the creation of myths and legends as a key tool in cultural change; and using the communication process to deliberately create symbols and myths.

That story provides some of the ‘process’ that is so important to transferring learning and meaning in a cultural change initiative.

Click here to read Ned's story

more of what people say

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