The world is becoming more complex, unpredictable, and interdependent. Change is generative and emotional. Change-related issues cannot be simply fixed by technical solutions, but by people in an adaptive way. Therefore, organizational development (OD) requires not only research-based diagnosis, but more human-centered dialogues to make meaning of the change. Organizations must figure out a way to engage people with vision, clarity, agility and making sense of what they are doing.
Dialogic OD Consultancy
How can I help my organization turn the risks into opportunities?
To accelerate your organizational development, check out what dialogic OD consultancy Integral is offering. We are specialized in dialogic OD consultancy and facilitation in the following areas:
Change Transition
Organizational change is broadly defined as alterations to an organization’s structure, processes, and/or social system. As a trigger, change will provoke new behaviors and emotions. Change could therefore be a very emotive event. Without considering emotions in the change process, interventions tend to fail. The old management practice of threatening employees with “change or die” generates negative emotions and discourages commitment. Integral’s OD interventions offer a total solution in change transition to engage both the heart and the mind of people for changed efforts to succeed in organizations.
Coaching & Assessment
Integral believes clients can be resourceful, coaching is all about helping people make positive changes. We take a whole person approach to work out a coaching plan, by helping the client to take responsibility and awareness for growth. Integral coaches are scholar-practitioners with a deep understanding of theories of adult development, humanistic psychology, organizational behaviors, adult learning, human dynamics system, and so on. We are flexible and supportive when selecting appropriate assessment tools, craft client’s need into powerful inquiries, inspire self-discovery, build confidence and accountability for change and development action plans.
Culture Building
Organizational culture has elements of artefacts, shared values, norms and underlying assumptions. It is about the ways of how people work and interact. Culture could not be right or wrong, it is the social construction. Integral’s OD approach on culture building focuses on strategic needs and builds on the strengths of the current culture for renewal. The process of the change is transformational. We integrate different OD interventions, learning solutions, and coaching to obtain employee commitment, develop competencies, and foster the ways of working adaptively to the context.
Design Thinking
Harnessing dialogic OD principles, design thinking could be an effective way for organizational problem solving and innovation. Our design thinking solutions adopt Integral 4-I Model. Starting with the intervention by ethnographic investigation to reframe the problem, cross-team inspiration from the customer journey, creative ideation of solutions, and collaborative iteration of experimentation. Integral uses design thinking in both client organizational change and problem-solving learning solution.
Employee Engagement
Research show that the future workforce looks for work autonomy and meaningfulness amid making contributions to the organizational performance. Engaged employees are full of passion and commitment and willing to put discretionary effort into their work. Engagement survey result does not enhance employee engagement. Through dialogic OD interventions, Integral assists the leadership to clarify the purpose, foster team cohesiveness, and build the connection with the employees and the organization.
Gamified Innovation
When people feel psychologically safe, they are more participative, inclusive and innovative. Game-based design OD or gamified learning solutions boosts employee involvement and commitment to challenge status quo for change. “Play to learn” is an effective way to shift people’s mindset, mediate differences, and unlock imagination for possibilities. Integral incorporates appropriate gamification programs or methodologies in the total solution to achieve positive organizational outcomes.
Performance Breakthrough
Limited resources often prevent achieving both business performance and customer satisfaction. However, this is also the area where many organizations demonstrate their competitive edges. Performance is an outcome of how to leverage interconnected organizational systems and resources. Therefore, Integral’s OD approach takes a system perspective to find out what impede organizational performance and partner with the clients to design the best-fit solutions for performance breakthrough.
Strategic Planning
Facing a volatile market environment with rapid changes, departmental strategies should align with the corporate direction, while at the same time leverage resources with each other. The purpose of strategic planning is to keep the organizational direction, values and strategies aligned and to ensure all departments leverage resources effectively amongst each other to achieve the common goals. The alignment process starts from a review of corporate strategies compared with operational realities and ends with facilitated inter-departmental joint sessions to re-align department efforts.
Talent Acceleration
In the era of VUCA, the world is becoming more complex and unpredictable. Many problems can only be dealt with adaptively by people. Talent could be a scarce resource in many organizations. Under this new normal, how we accelerate talent development and retention is critical in organizational development. Integral is experienced in creating a whole system of talent acceleration, including talent management mechanism, competency framework development, assessment, training, action learning, and performance review.
Team Alignment
In today’s competitive business environment, success depends on our ability to work across teams. Team to team collaboration to achieve mission-critical goals is a pre-requisite to increase organizational efficiency and performance. Strong teamwork wins on two fronts: the organization’s bottom line and staff morale. Integral facilitates the meetings with an experiential learning approach with a variety of team alignment activities.
Talk to our consultant
Our first consultancy is free
SUCCESS STORIES
CHANGE TRANSITION
CHALLENGES
The client is an International Medical Device company in China. They went through M&A and organizational restructuring. The company sought Integral’s assistance in facilitating the upcoming changes.
DIALOGIC OD CONSULTANCY
Consultancy
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Team Alignment Facilitation
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Change Management Workshop
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Leadership Workshop
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Peer Coaching
HOW INTEGRAL HELPED
Integral facilitated team alignment meeting for the sales teams after their merger. Partnering with the Sales Director and HR Director, the sales teams appreciated their team success, affirmed desirable behaviors, redefined their team’s value proposition, discussed positively and openly about their concerns, collaborated to take actions after the meeting, etc. Another team alignment workshop was facilitated for the Senior Managers of the company after being acquired. Through experiential activities and reflections, participants learned how to adapt. At the end of the meeting, they were willing to accept the merger with a more positive attitude. A series of leadership development workshops and peer coaching for middle managers were then conducted to sustain management capabilities.
ORGANIZATION DEVELOPMENT
CHALLENGES
Integral worked with an International high-tech company. Being in the tech industry, changes were eminent. The company engaged Integral to facilitate and prepare employees for constant changes, now and in the future.
DIALOGIC OD CONSULTANCY
Strategic Planning Facilitation
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OD Workshop
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Competency Development
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Leadership Workshop
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Action Learning
HOW INTEGRAL HELPED
Integral worked with the senior management team to facilitate a strategic planning meeting for senior managers in Asia Pacific to align the goals and KPI using corporate strategies. Client strategic planning tools were used to facilitate the discussion with the Integral strategic alignment process. To support changes ahead, an OD (organization development) workshop was conducted to equip the APAC HR team with practical OD mindset, tools and skills. On the technical side, Integral partnered with the client to develop technical competency framework for different levels of engineers and conducted workshops of leadership, problem solving, service management, team building and action learning project planning to execute the business plans.
PERFORMANCE BREAKTHROUGH
CHALLENGES
The bancassurance business performance was far behind the target. Integral was invited to strengthen the sales partnership between the insurance company and the bank to up the sales target.
DIALOGIC OD CONSULTANCY
Depth Executive Interviews
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Focus Groups
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Strategic Partnership Facilitation
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Goal KPI
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Conflict Resolution Facilitation
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Action Plan
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Follow-up
HOW INTEGRAL HELPED
A sales partnership agreement was contracted between an insurance company and a bank. The mid-year sales were far below the target. Integral worked with the C-suite business leaders of the two companies to co-design an intervention to redefine the goals and KPI and agree on actions to improve the sales performance in 6 months. This required the two management teams with a mindset shift from “Cannot Do” to “Can Do”, from “Confrontational” to “Collaborative”. A Strategic Partnership Meeting was facilitated for the senior leadership teams to identify a high-level roadmap to achieve the sales target. Based on the meeting outcomes, a Conflict Resolution Meeting was facilitated for the next level managers to formulate the details of action plans using World Café facilitation tool and seek commitment to complete the target. The Sales Director was very satisfied with the significant sales increase after the intervention.
TALENT ACCELERATION
CHALLENGES
This fast-growing financial company has a strong presence in Hong Kong. Because attraction and retention of good talent is always on the top of the senior management’s strategic agenda, their goal was to instill a program to develop, nurture and retain their staff and actively promote growth within the company.
DIALOGIC OD CONSULTANCY
Talent Management Framework
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Instructional Design
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Leadership Workshop
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Action Learning
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Team Coaching
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Project Presentation Ceremony
HOW INTEGRAL HELPED
Integral partnered with the client’s senior management and HR teams to design, develop and communicate the talent management policies and framework to the key stakeholders. Integral then designed and conducted a modular series of leadership development program for the talent pool. Through action learning projects, participants were able to stretch their capabilities, unleash their creativity and collaborate with others. Supported and coached by Integral and senior directors of the company, a batch of talents were developed and has thus grown together as one strong leadership team.
TEAM ALIGNMENT
CHALLENGES
This is a global logistics and operation hub for fast-moving consumer goods. In order to enhance efficiency, operational, supplier and customer management functions were merged into one Global team. Upper management wanted the transition to be as smooth as possible.
DIALOGIC OD CONSULTANCY
Consultancy
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Team Alignment Facilitation
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Leadership Workshop
HOW INTEGRAL HELPED
Partnering with the Head of the new organization before going live, Integral interviewed key stakeholders in different regions to design and facilitate a Team Alignment workshop. Through experiential activities, games and appreciative inquiry methodology, the new team actively shared the concerns, defined the team values and guiding principles, whilst prepared action plans to tackle challenges ahead. All managers and supervisors then participated in an Integral leadership program to prepare themselves on managing the new teams.
