Strategy and Change Facilitation
Our approach to change and strategy facilitation combines formal project management and action research methodologies and then customises these approaches to meet the specific needs of our client, their circumstances and context. This provides an approach that is both practical and effective and it means that the size, duration and range of activities undertaken for each project is determined by the needs of our client.
Creating space for new possibilities
Our strategy and change facilitation services include:
- HR and Organisational Development planning
- Capability and HR framework development
- Organisational and Policy Review
- Organisational needs analysis
- Research and discussion paper development
- Policy development
- Targeted interventions to support workplace transitions
- Change Support Services including staff consultation and change support coaching
- Workshops and corporate coaching to support implementation of initiatives
“The future, which is, after all, only another name for tomorrow that dares not be anything other than a linear projection of yesterday” .
- Ziauddin Sardar
- Ziauddin Sardar
Examples of past projects
Scope communication, training and education needs for the implementation of SAP’s for the Organisational Capability and Talent Management function - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a draft framework to support the organisation's new performance leadership approach - Local Government Agency Queensland (workforce of approximately 8,000).
Develop and implement an organisation-wide action plan in response to the Staff Engagement Survey - Large Not for Profit (workforce of approximately 9,000).
Review of human resource strategy documents for alignment with current and future business requirements - Queensland Government Agency (workforce of approximately 10,000).
Research to support the development of a new 5 year Learning and OD framework – Queensland Government Agency (workforce of approximately 10,000).
Develop processes and conversation guides to support managers and team leaders to hold performance leadership conversations - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a methodology and process for developing Council’s Functional Capabilities as part of the implementation of SAP - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a set of People Functional Capabilities - Local Government Agency Queensland (workforce of approximately 8,000).
Review, research and recommend a suite of development options for Council’s Executives - Local Government Agency Queensland (workforce of approximately 8,000).
Review and assess legislative compliance and report recommended changes with the Children and Young People and Child Guardian Act 2000 - Local Government Agency Queensland (workforce of approximately 8,000).
Review of the existing Organisational Learning and Development Framework and make recommendations for next version of the Framework - Local Government Agency Queensland (workforce of approximately 3,000).
Develop Learning Pathways to align the corporate training calendar with the organisation’s workforce strategy - Local Government Agency Queensland (workforce of approximately 3,000).
Design and deliver “Leading People through Change” program for managers and team leaders - Local Government Agency Queensland (workforce of approximately 3,000).
Design and facilitate a workshop to build capacity in how change is approached for senior nurses - University Hospital.
Design and facilitate workshops to debrief corporate projects - Government Owned Corporation (workforce of approximately 1,200).
Design and facilitate “Leading Teams through Change and Transition” - University.
Design and develop an online training program to develop “disability confidence” capability (as part of the organisation EEO framework) - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a draft framework to support the organisation's new performance leadership approach - Local Government Agency Queensland (workforce of approximately 8,000).
Develop and implement an organisation-wide action plan in response to the Staff Engagement Survey - Large Not for Profit (workforce of approximately 9,000).
Review of human resource strategy documents for alignment with current and future business requirements - Queensland Government Agency (workforce of approximately 10,000).
Research to support the development of a new 5 year Learning and OD framework – Queensland Government Agency (workforce of approximately 10,000).
Develop processes and conversation guides to support managers and team leaders to hold performance leadership conversations - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a methodology and process for developing Council’s Functional Capabilities as part of the implementation of SAP - Local Government Agency Queensland (workforce of approximately 8,000).
Develop a set of People Functional Capabilities - Local Government Agency Queensland (workforce of approximately 8,000).
Review, research and recommend a suite of development options for Council’s Executives - Local Government Agency Queensland (workforce of approximately 8,000).
Review and assess legislative compliance and report recommended changes with the Children and Young People and Child Guardian Act 2000 - Local Government Agency Queensland (workforce of approximately 8,000).
Review of the existing Organisational Learning and Development Framework and make recommendations for next version of the Framework - Local Government Agency Queensland (workforce of approximately 3,000).
Develop Learning Pathways to align the corporate training calendar with the organisation’s workforce strategy - Local Government Agency Queensland (workforce of approximately 3,000).
Design and deliver “Leading People through Change” program for managers and team leaders - Local Government Agency Queensland (workforce of approximately 3,000).
Design and facilitate a workshop to build capacity in how change is approached for senior nurses - University Hospital.
Design and facilitate workshops to debrief corporate projects - Government Owned Corporation (workforce of approximately 1,200).
Design and facilitate “Leading Teams through Change and Transition” - University.
Design and develop an online training program to develop “disability confidence” capability (as part of the organisation EEO framework) - Local Government Agency Queensland (workforce of approximately 8,000).
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