The 7 key concepts on which I based my approach are:

  • One size does not fit all. Linear models of ‘excellence’ do not work. Different types of organisation need to take different routes to develop. Conventional ‘big-company’ interventions stifle creativity in small innovative organisations, and throw their culture off balance.
  • Development is a journey, not a destination. There is no single ideal direction or route. Organisations need to plan their route based on clarity about where they are and where they want to get to.
  • Growth and change are seldom linear. A figure-of-8 (möbius) transformation model is more appropriate – a continuous process of change and improvement across business routines, change, strategy and people management.
  • Focus on the positives in organisations. Apply the principles of appreciative inquiry to help you exploit what works, not navel-gaze on what doesn’t.
  • Learning and change are closely linked. Organisations must learn faster than the rate of change in their environment if they are to survive. I apply action learning principles to all change initiatives – learning at work, put to work.
  • Successful organisations continuously and dynamically adapt their behaviour to a changing environment
  • Successful individuals continuously and dynamically adapt their behaviour to changing situations