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RDPI Core Matrix

Change management

CORE teamAs the saying goes, nothing is constant except change itself. Our environment is continually changing, sometimes slowly and imperceptably and sometimes very rapidly. Sometimes change is planned and other times it is thrust upon us as with the Covid pandemic.

Change itself is not stressful. It is some people's reaction to it that can make it so, as well as how the change process itself is handled by the management and leadership. It is critical to understand how change will affect different people, how different personality styles will react in markedly different ways and the effects this can have on people, teams and the organisation itself.

Questions we should ask ourselve range from how the change process should be communicated so it 'reaches' people with different communications styles, to how different people will actually react to the change. Also, different 'styles' will want to hear different things about the change and the process. If we want to make it work, work well, and have the minimal negative impact on people and the organisation, careful thought has to be given and it is extremely important to understand the different 'styles' of people so we make it as effective and 'painless' as possible.
  • In times of change only around 25% of people 'get' what is happening and why
  • How do we maximise the understanding and 'buy-in' amongst all our people?
  • What is the best way to communicate the reason and strategies behind the change, and the vision of the results?
  • How do we make sure the message reaches most people so they understand and get behind the process?
  • What is the communication and leadership style of those driving the process?
  • What are the styles of the others in the team, department or organisation and how will the leadership and management ensure that they communicate in the best way to reach them?
  • How do we facilitate collaboration and build trust, rather than causing stress, confusion and distrust?




Change management

CORE teamAs the saying goes, nothing is constant except change itself. Our environment is continually changing, sometimes slowly and imperceptably and sometimes very rapidly. Sometimes change is planned and other times it is thrust upon us as with the Covid pandemic.

Change itself is not stressful. It is some people's reaction to it that can make it so, as well as how the change process itself is handled by the management and leadership. It is critical to understand how change will affect different people, how different personality styles will react in markedly different ways and the effects this can have on people, teams and the organisation itself.

Questions we should ask ourselve range from how the change process should be communicated so it 'reaches' people with different communications styles, to how different people will actually react to the change. Also, different 'styles' will want to hear different things about the change and the process. If we want to make it work, work well, and have the minimal negative impact on people and the organisation, careful thought has to be given and it is extremely important to understand the different 'styles' of people so we make it as effective and 'painless' as possible.
  • In times of change only around 25% of people 'get' what is happening and why
  • How do we maximise the understanding and 'buy-in' amongst all our people?
  • What is the best way to communicate the reason and strategies behind the change, and the vision of the results?
  • How do we make sure the message reaches most people so they understand and get behind the process?
  • What is the communication and leadership style of those driving the process?
  • What are the styles of the others in the team, department or organisation and how will the leadership and management ensure that they communicate in the best way to reach them?
  • How do we facilitate collaboration and build trust, rather than causing stress, confusion and distrust?






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