Monthouse
Monthouse
Strategy ● Leadership ● Change
Strategy ● Leadership ● Change
We don't have a template.
We haven't got a model or a five-stage process either.
Change is complex, messy and non-linear. There are lots of helpful methodologies out there and we've trained in many of them, but there is no one-size-fits-all way that works every time.
What we do have is an approach to develop tailored support for every client, based on what we've learned from years of experience delivering change in the real, complex, messy world.
Here are some of the things we've learned and how we can help:
The best time to engage people is at the start.
The second best time is now.
We engage people in strategy and change.
Everyone has their own unique and valid experience to contribute to a change. Nine times out of ten, the people working on a thing, or using a thing, have a lot more useful knowledge about the thing than the people in the boardroom or the project team who are trying to change the thing.
We believe that high-engagement, participative approaches to change are more effective because they can bring the capability and experience of so many more people into the process.
We can work alongside you to design and facilitate a process for change that will engage all the people you need to include.
People need to know where they are going.
We co-produce vision and strategy.
It's a well-worn cliché in change management: if you're going to set out on a journey, you need to know the destination.
Clear strategy and direction is a requirement for decision making, resource allocation, understanding risk and measuring progress. It is a fundamental for engaging people - how can you truly commit to a change unless you understand what you are committing to?
We can engage your leaders and your people to co-produce vision and strategy so that you all contribute to a big picture you can believe in and commit to.
Successful change always involves people learning.
We develop change leadership teams that learn together.
Change programmes often throw people together to work in new groups. You've been in those project meetings, the ones where you finally put faces to names that you've seen in your inbox for years.
To succeed at leading change, people need to be able to learn together. To succeed at learning, people need to be able to trust each other. Trust is fundamental to being able to ask questions, share what you know and - perhaps most importantly - share what you don't know.
It also helps a lot if people have a grounding in theories of change and good change management practice. Your change team will know a lot about the thing you want to change, but that doesn't mean that they know how to change it.
We can provide bespoke development for your team so that you can build strong relationships and high trust rapidly, learn together and develop a shared understanding of how you will lead change.
Change can get stuck.
We solve difficult problems.
Even projects that seem straight forward on paper can hit unexpected brick walls and stop in their tracks. In our experience, it's not usually to do with what was on paper, but what wasn't.
If the answers were simple, you would have found them. Sometimes you need another perspective.
We can bring fresh brains, creativity and an independent perspective to help you and your people to work through the thorniest problems you have.
Sometimes you can't see the wood for the trees.
We make change make sense.
Change can get complicated quickly. You've got seven projects in two programmes, not including digital who have their own change team in another building. Your leaders haven't got enough time to cover half the project meetings they've been invited to and your finance director is asking when the benefits are coming. Again.
Managing change well is a mixture of science, art and diplomacy. We have years of experience of designing the governance and management of change programmes large and small so that they work in complex organisations. The trick is finding the balance so that everybody knows what they need to know and you can keep change on track without drowning everyone in burdensome reporting.
We can review and rationalise your change programme(s!) and work with you to establish change management governance and practice that informs, enables and adds genuine value.
