We guide organisations towards successful project & change management.To this end we train people and give pragmatic advice on the practical approach to accomplish the projects or the change. And we facilitate large and complex group processes that can make or break the desired change.

GUIDING CHANGEOur view on change facilitation

Pascal Vanden Bossche

Katia Van BelleWerner Küper

Dave Synaeve

How can Propellor help?

We build the knowledge and skills of tasks force members, during advanced level training and learning modules. Our philosophy is that YOU should be in charge of YOUR change.

We facilitate the decision process of the task force throughout the change. We add value by challenging your actions, your ideas and by sharing stories of the changes we have been involved with.

2february 2012

How can Propellor help?

Where cultural change is needed, we facilitate large group interventions such as Open Space Technology and Appreciative Inquiry, two powerful approaches for creating true transformation. We assist you in designing these interventions in such a way that the culture change you are aiming for is achieved fast, throughout the organisation and long lasting.

3february 2012

In summary

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SAGE ON THE STAGEAre you looking for a consultant who "knows", who has "been there before" and will give you practical advise on how to "manage" the change using a preformatted approach, than please be a happy customer elsewhere.

We are not that consultant.

GUIDE BY THE SIDEWe believe that change is "process" that unfolds very differently every time. A change cannot be managed, it can only be "facilitated". Change happens one conversation at a time.

We can guide you through that change, identifying the next steps as we see the path unfolding. We propose fitting interventions (top-down or bottom-up) depending on the picture of the change at any moment in time.

february 2012

Three concrete ideas

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Idea 1 – How change really works

A lot of theories on change management exist. Yet still around 70% of all changeefforts fail.

What is needed is a model that takes into account the complexity of change, andyetis easy to understand and work with.

We use a combination of theories from Gestalt (cycle of change), Rick Maurer (levels of resistance) and Ralph Stacey (complexity theory) to create a common language that is easily adopted by the core team.

We enhance learning and understanding by using an online simulation tool called Mindsetter.

6february 2012

Idea 1 – How change really works

Mindsetter is a broad-spectrum change technology created to give organizations the mental and emotional attention, commitment and energy that successful change requires.

It includes:

- online simulation, for learning andunderstanding how change really works

- coaching board, for mapping and discussing the current situation of your change initiative

- discussion cards, for deepening the conversation and enhancing the actionplanning

For more information see www.mindsetter.dk

7february 2012

Idea 1 – How change really works

In a one day or two day workshop, wegive the core team a common frame ofreference of how change really works.

Using Mindsetter, you get to experimentwith different management actions, andreceive immediate feedback on the effect of your actions.

We close with mapping your change, and identifying first steps to- move the change forward- get more people on board

8february 2012

Idea 2 – Facilitating the core team

Change cannot be managed, it can not be predicted. You can plan the main steps needed to move theproject forward. But cannot predictand manage the reactions of stake-holders, the buy-in of employees,the effect of your communication.

Therefore the core team should regularly review the stakeholder map (using the Mindsetter coaching board for example) and – depending on the snapshot of the day – decide on the appropriate next actions.

9february 2012

Idea 2 – Facilitating the core team

We propose to meet with the coreteam every month, and focus on

> how to move the change forward

> how to reduce resistance andget more people on board

The combination of these two sides of change is important.

We facilitate the decision process of the task force throughout the change. We guide the meeting process, we challenge your ideas and we share stories of the changes we have been involved with.

10february 2012

Idea 3 – Facilitating culture change

Deep cultural change requires an approach of co-creation. The complexity of a company-wide transformation is such that a core team – however skilled

and knowledgeable its members –cannot grasp all of its implications.

The act of engaging everyone to influence their future work environment(within well-defined boundaries) has a huge impact on both buy-in for and

quality of the end result.

"Don't do for people what people can dofor themselves."

11february 2012

Idea 3 – Facilitating culture change

Which methodology of co-creation you will use, depends largely on the objectives you are looking for.

OPEN SPACE TECHNOLOGY

>peopletakeresponsabilityforthe change

>peoplearechallengedto co-designtheNewWayofWorkingorthe detailsofmovingto LLN

>workinggroupsdiscussthe topicsthataremostimportanttothem now>1dayor2dayproductive meeting

12february 2012

Idea 3 – Facilitating culture change

Which methodology of co-creation you will use, depends largely on the objectives you are looking for.

APPRECIATIVE INQUIRY

> strength based approach> new culture develops bottom-up

> hear all voices> discover what works and what we

want to keep / expand> imagine the best future workplace we

can create, and how it stimulates us> design, prioritise and implement the

ideas that give most energy

13february 2012

Three concrete ideas

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These ideas can be combined into a holistic approach of your change. Or you can work with us for any one of them separately.

We guide organisations towards successful project & change management.To this end we train people and give pragmatic advice on the practical approach to accomplish the projects or the change. And we facilitate large and complex group processes that can make or break the desired change.

FIND OUT MORE?

Visit our website – www.propellor.be

Contact us – info@propellor.be

+32 496 27 19 45