BespokeOD

Combining deep change management experience, data analytics and a psychodynamic understanding of team dynamics

In 2014 I started to study the psychological theory of groups and teams and I now have a strong academic base for my change management work. I use psychodynamic theory which means I believe organisational life has a lot going on 'under the surface.' In my experience, organisational leaders who can enable this to be talked about, and who can work positively (kindly) with the data, are most successful at driving healthy organisational transition.

So my work is data-driven, and as well as facilitated group work, I use a clever piece of on-line brainstorming software to ask questions of the team or even whole organisation. I analyse the feedback and produce analytics, and of course everyone's data is non-attributable, so they can contribute openly to the discussion (which they do!)

Two Recent Examples 

An organisation where the leadership believed that the front line staff had become too comfortable, and wanted them to innovate to generate new business. The (anonymous) feedback from front line staff was, however, that they had lots of creative business ideas, and felt oppressed by what they perceived as a controlling and risk-averse management style.

An organisation facing deep cuts, where most of the workforce were having to re-apply for their jobs, while still caring day by day for extremely vulnerable and chaotic clients. I ran 5 staff support groups each month which helped build individual resilience, and these also provided the Director of Operations with an (anonymised) 'finger on the pulse' of the front line, which helped create a culture of listening and dealing with issues openly.

 

I will keep your data safe and only use it to contact you, directly in response to your queries and also with links to my articles, blogs and website updates.