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Bringing balance to the workplace

New Horizons Change and Culture Change
New Horizons

Our Methods and strategies

Methods and StrategiesWe view change as an integrated and holistic process that takes into account not only the tactical, process and technology components but also ties in the aspect of the human impact and the transition that accompanies any change process.   New Horizons uses change processes and strategies that fully intertwine all of the major elements of a change process.

Change is often one of the most stressful things that we encounter in our lives and this also stands true for organizational change.  It would be unwise to think that an organization can implement and manage a change process without needing to tend to the transition that all people involved will experience and be somewhat challenged by.  A comprehensive change strategy will encompass and integrate a solid transition plan.

Our change toolkit is based on models and processes that are grounded in whole systems thinking and the ones we implement will depend on the nature of the change initiative and the needs of the organization. 

Our guiding principles around change initiatives are founded on the following beliefs:

  • Communication must be open and transparent
  • Involvement of all key stakeholders
  • A clear understanding of the preferred future and the drivers of the change
  • Coaching and support of people throughout the process
  • Alignment and commitment from the “leadership” team
  • The organizational culture must be ready and capable of supporting and sustaining the change at hand.

Organizational Culture and Culture Change

Culture Change“If you don’t understand the culture of the company, even your most brilliant strategies will fail. Your vision will be resisted, plans won’t get executed properly, and all kinds of things will start going wrong.”

Isadore Sharp, Chairman & CEO,
Four Seasons Hotels

Organizational Culture is marked by the deeply embedded beliefs and values that are shared by members of an organization which become visible in the way work gets done on a day to day basis.   The culture of an organization is like its DNA, showing some outward representation yet much is held below the surface which is much harder to identify and name.  This is why being able to clearly understand the organization’s culture is not an easy undertaking and requires objective assessment and evaluation.
 
What makes one organization so attractive to work for and the next not.  Some companies will receive 100’s of CV’s for one posting whereas the next may struggle to get 10. 

Obstacle of GrowthWhat makes one organization so much more profitable then the next?  Invariably many elements play into the equation but one of the biggest factors is the organizational culture.  When an organization invests in and ensures that it has a culture that respects and trusts its employees, and allows for personal and professional growth, it not only produces a loyal and productive workforce, it also ensures a strong and financially viable organization.

Whether embarking on a new direction, establishing a new organizational vision or questioning why your turnover rates are above industry norms, it is critical to start by assessing the present day culture of the organization.

As qualified associates trained in the use of Culture-Strategy Fit™** Assessment tools we can analyze and determine which tool(s) would best serve the evaluation phase of a change initiative.

The suite of culture assessment tools includes the Culture Snapshot™, Culture Pulse™, Culture Check™ and Culture-Strategy Fit Profile™.For more information on any of these assessment tools or organizational culture change contact us: .

** Culture-Strategy Fit and its related assessment tools are provided under license agreement with Culture-Strategy Fit Inc.

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