Change is a very natural process if you think about spring, summer, autumn and winter. In context of a company we are afraid of it as we fear that the system (company) will change our comfort zone or even worse, kick us out.

Much has been written about change. Our focus is on creating a culture where the company’s people are driving for change, as to match the outside changes with customers, technology and markets. Our job is to give a framework for workshops, support communication processes and stimulates discussions. People have to change themselves – they cannot be changed from external. We use a simulation called Change to make these processes visible. And we use Cayenne to show how people will behave in an organisational change.

Sometimes companies have deep underlying cultures that do not allow change. Sometimes the culture does not allow them to grow. In these cases we also need to work on the culture and reflect it into the company so that people see and feel it. It can help a lot, if there are some indicators to measure the culture. For this we use the Human Synergistic Cultural Analysis – to reflect the organisation but also the individual leader.

Change in organisations is to design the organisational development.
It is about culture, structure and behaviour. Most it is about people.
That is where “greytogreen” starts from, underlying personal believe systems and perspectives for change. The 9 personality-types seen in the Enneagramm give another perspective.