The Change Agent
Our Change Agents are registered practitioners with a minimum degree level qualification in social sciences. The core functions of the Change Agent role are to build rapport (trusting relationships) to enable seeking to understand, with the objective of locating barriers and locating opportunities.
All of Growth Development’s Change Agents have an evidenced ability to build therapeutic relationships to inform change, underpinned by social change theories highlighting narrative theory, empowerment theory, systems theory and micro counselling skills. They all have training in the specific strategies for change, underpinning the bottom up methodologies of Growth Development’s engagement philosophy. The Change Agent Role can be located on our Growth Development Stakeholder Model as an ‘Associate’.
Setting the focus to the Change Agent’s core role of locating ‘barriers and opportunities’ is the Growth Development Employee Engagement Cog. Note that the focus therefore is around feedback into the system design from the ‘driver’s lens’, which is a sustainability focus rather than a canvas for time and space specific feedback only; feeding into the ‘people design’ system, rather than just the ‘operations’ focussed system. Nonetheless information coming to light relevant to the design of ‘the how’ in relation to directly achieving the current plan of the organisation, are invaluable in informing retention strategies to develop structures that support bottom up development in line with sensory acuity and passion (feeding back into the system design). Growth Development’s Change Agents set the foundations for building a sense of trust and hopefulness for the organisation’s people.
Culture Coach
Knowledge is power. Culture Coaches come from an education background having an evidenced ability to take complex information and transform it into simple application. The ‘what and how delivery’ is supported by Growth Development’s ‘back end’ which involves our Methodology, Delivery Planning and System Design Portfolios. Culture Coaches are located as ‘Our People’ on the Growth Development Stakeholder Model. They work alongside Strategists and Change Agents to support the overall change process, through delivering tailored modules within organisations and the subsequent coaching (implementation focus) of their people. They coach and integrate knowledge into application to support the overall change process, through enhancing people capabilities and understanding to ensure knowledge is translated to the floor.
The Strategist
The Strategist is the facilitator of information in relation to challenges and opportunities. Their ‘objective’ whole system, specialised lens, is at the centre of Growth Development’s philosophy of change. Strategists focus on facilitating the alignment and engagement during the organisational change period without constraint of the system.
Strategists can be located as ‘Our People’ in Growth Development’s Stakeholder Model. Strategists have a minimum degree level qualification in social sciences and an evidenced ability of applied critical analysis. They specialise in organisational structures, having the ability to identify barriers, opportunities, locating priorities from the joining of all lenses. Strategists provide the link between the top-down, bottom-up strategy to ensure full integration and change capability of all people involved. Strategists hold oversight ability to ensure the system design is integrating effectively. Sitting externally to the organisation, they can see what is required to rectify tension points (not individual specific, rather system specific) to ensure the vulnerability at each part of the system is corrected. They can identify the need to pull in the resources, this including your internal change management to support the collaboration required from within.
Analysts
Growth Development Analysts bring to the table expertise in their specialised fields. These fields include technology, policy, performance and human resources. Our Analysts are predominately Our People although we have also sourced specific, highly specialised expertise under our Associates resourcing structure, to enable us to source the tailored expertise as required. Analysts sit ‘behind the scenes’ as part of our customised approach, supporting organisations where needed to identify and implement structures (‘the rods’ across all 6 focus areas) through assessment, advising and alignment of processes and solutions to ‘Map out the plan’. They are coordinated by our Strategists and use of this resource is dependent on what is in place within the organisation in terms of analysis expertise that can inform the Growth Development method.
Growth Development imagery and branding
On the surface you could see this as an investment in pretty pictures, however our approach is underpinned by the critical understanding of the role symbolism plays in unleashing the fundamentals of culture, to create a sense of belonging and identity. Growth Development symbolism is about inspiring and tapping into the childhood superhero mentality. Our branding provides a foundational platform for the organisations we work with to tap into a sense of hope and possibility for their people.
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