Case Studies

ChangeWorks facilitated a process for diagnosing the organization through appreciative interviews, focus groups and a climate survey. After the data collection, a steering group was created to analyze the data, arrive at tentative working hypothesis. The hypothesis was presented to the senior management teams for their observations and feedback. The client drew up an intervention plan based on diagnosis that was commonly agreed upon.

ChangeWorks used the methodology of process OD with a mixture of AI, Chris Argyris approach of relevant data and client commitment as well as using a partnership model for intervention.

Many interventions including a Large Scale Interactive Event, Strategic planning workshop, top management team building, executive coaching for some senior managers were conducted over a period of time.

Over the period of three years, the organization has grown to a leadership position in the industry. An appreciative approach has become a way of life.

The work done in this field has been presented in OD conferences.

ChangeWorks has undertaken similar assignments for large pharmaceutical company, travel organization, a utilities company and many others.

One of the Directors of ChangeWorks, R Sankarasubramanyan is the founder of the Organization Development Certificate Program ,when he was President of the Indian Society for Applied Behavioral Science. He serves on the academic council of this program.

ChangeWorks facilitated a process of discovering and articulating mission, vision and values through stories of peak experiences of the organization as experienced by associates, clients, vendors, families, founders and the new leadership.

ChangeWorks used the methodology of Appreciative Inquiry to help the organization discover the times when it was at its best. Hundreds of stories were collected by an internal group of Change Agents who were trained by us. These stories were then taken up at various AI summits across the various group companies for arriving at the themes for mission, vision and values. These were then presented to the top management team and the Board for finalization.

ChangeWorks follows a participatory, engaged and inclusive approach to organizational change.

A new direction created for the organization that has energized the associates to give their best and focus on working towards the vision while living the values.

The work done with this client was published as a paper in the AI practitioner journal.

ChangeWorks has undertaken similar assignments for many other clients including a travel company, a high-tech software development organization, an NGO working in the area of women and child health and a joint venture Insurance company.

ChangeWorks helped in creating a design for global leadership development and implemented these programs across Americas, Africa and Asia.

Self- awareness is the core of our leadership model. Our model focuses on leader as a person, a process and as a capability. Our interventions include the following :

• Workshops on self-awareness, building leadership capabilities.
• Projects for developing leadership substance and style.
• Coaching for ongoing support.

A new cadre of leaders being developed who live the organization values, are competent and have a global mindset. This will build leadership capability in the organization to grow to the next level.

ChangeWorks has a unique model for leadership development that focuses on the person more than what she/ he is doing.This approach has been appreciated by many organizations as being more intense and generative in its approach.

ChangeWorks has facilitated leadership development for many other clients, ranging from a staffing company, large European car maker in India and international NGO working in the area of building homes for the poor.

ChangeWorks facilitated a process identifying the differentiating leadership competencies for the organization. Based on the competency dictionary created, development centers were designed for various levels of talent in the organization, ranging from first level managers to general managers.

ChangeWorks used the methodology of behavioral event interviews, focus groups and visionary interviews to identify the differentiating competencies. Competencies were defined and behavioral indicators designed using a scale of increasing complexities.

Development centers were designed using a story board approach where participants are put into a simulation of an organization that is different in context but similar in process.

Developmental feedback and coaching was incorporated as part of the IDP process.

Over the period of five years, many managers have worked on their developmental plans and grown to take senior leadership within the organization. The development centers have become part of the organization culture.

The work done in this field has been published as a paper in OD network Talent management series.

ChangeWorks has undertaken similar assignments for more than 20 organizations over the last 10 years. They range from IT, ITES, Engineering, Travel, Banks, Insurance as well as mining.