Our Adaptive Capability approach to business transformation
Change is complex and dynamic. The very word ‘change’, for some, evokes a highly emotional and often negative response, driven by uncertainty and a fear of loss – loss of job, status, power, prospects or autonomy, which is why many organisations prefer to refer to development initiatives as ‘business transformation’ rather than ‘change management’ programmes.
In our experience, it doesn’t matter how you label your development initiative: if the managers leading the initiative are fearful of change, further destructive emotions are fuelled. Negativity is contagious and it isn’t long before the mood in the camp suffers. Quest address this by working in partnership and executing our Adaptive Capability framework.
We evaluate your current reality, uncover issues and align your team/organisation to future goals.
We ensure everyone understands, agrees with, cares about and knows how to join in with the strategic intent.
We create a framework to enable an ongoing culture of learning.
The 3 phases of Adaptive Capability
Phase 1: Awareness
We work with you to develop top down awareness and agreement on the organisations helpful and unhelpful behaviours. We combine insider knowledge with probing questions to reveal assumptions and develop awareness of the real issues that need to be resolved.
Phase 2: Leadership
We ensure the case for change is clearly communicated, points of view are listened to and taken account of. We help you to communicate the future culture, generate an appetite for change and breakdown fear-based resistance.
Phase 3: Learning
The ability to learn from new ways of working is a key component of embedding change. It also reduces fear, making the process of change more palatable to the organisation going forward. Experiments though, don’t always work out as planned. We create frameworks that leaders learn from and encourage others to do the same.