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Change Focus delivers meaningful and actionable insights which unleash the potential of people, groups and organisations. We work with you to bring about effective organisational change by creatively applying principles from organisational psychology for the benefit of both the organisation and its employees. Our focus is on creating real, noticeable, and consistent behavioural change.
Since 1991, Change Focus has been designing change programs for individuals, groups and organisations – each one customised to suit specific organisational needs, cultures and environments.
Our reputation is based on our ability to rapidly assimilate new, often complex research from the social sciences of psychology, management, sociology, and economics, before generating creative and innovative ways of translating insights from these disciplines to our change programs.
Change Focus consultants are recognised for their unique way of relating to, and surfacing the potential of people. We seek to build open and trusting relations for real change to emerge. Indeed, our value is most keenly felt when we are partnered in long-lasting professional associations with our clients.
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"Organisations and their issues are so complex that a single science can't hope to provide a framework for their analysis. Organisational assessment requires the perspective of a range of sciences including psychology, management, sociology, and economics. The most effective solutions to organisational problems are best conceptualised through the integration and innovative application of these varied disciplines. This is Change Focus."
David Holzworth - Organisational Psychologist |
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Working with change rather than against it!
Today, the ability of organisations to be responsive and readily negotiate change is perhaps more important than ever. Yet international reviews indicate that about 70 per cent of all organisational change programs fail. Most of these failures occur during the implementation phase.
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Why change fails?
At Change Focus, we have found that while individuals don’t mind change, they often resist being changed. The difference between successful and unsuccessful change programs lies in the empowerment of participating individuals and teams to actively drive their own change processes.
We have found that most organisational change programs fail because staff are inadequately involved, and because organisational priorities shift or conflict. Change programs fail because they are implemented independently of other key organisational activities, because they are inadequately resourced or supported, because they are culturally misaligned, or implemented without thorough understanding of the dynamics of real change. | <%=""%>
Change Focus addresses these issues through our multi-method approach to change, and our suite of customised products and services - producing real, value-added solutions. |
