For example, planning processes include people from different levels ‘inside’ and ‘outside’ the organization whose perspectives and commitment are essential. We facilitate difficult conversations among people where differences have created tensions or conflict.Building on Clients’ Strengths: We use an assets-based rather than problem-focused approach to build upon what is working. We often use experiments and pilot projects to foster innovation and new ways of working together, for example, creating an ad hoc, cross-functional task group charged with figuring out how to implement an agreed upon strategy.
Flexibility: We have the ability to work at many different levels depending upon the client’s needs and goals. Individual coaching, small or large group dialogue, ‘whole-system’ change processes (i.e., bringing diverse stakeholder groups together)—all are approaches that may be used simultaneously or in succession, as your situation requires.
Personal Attention and a commitment to be fully present: This means not settling on the first solution or design but listening to the spoken and unspoken concerns, helping the group ride the ups and downs that invariably accompany any meaningful work and learn from them. Care and sensitivity in helping all the participants in the process bring their best to the work, (e.g., coaching individuals to prepare for significant meetings).
Sharing Our Knowledge: We at Strategies for Change are committed to our ongoing professional development and to sharing the benefits of our knowledge with our clients. Our goal is to leave our clients feeling better equipped with new skills in organizational leadership and development, while keeping the door open for further consultation as needed.
