How do you make behavioral change happen?
Teams in control
It is often thought that top-down behavioral change of individuals is the key to achieving success in organizations. However, it is scientifically proven that change happens more effectively and quickly when teams jointly adjust their behavior. Team patterns have more impact than individual behavior. This joint behavioral change requires teams to move in a way that fits them.
Measuring in a routine
Most people are used to talking in circles, mainly giving space to dominant types or only taking action when a problem becomes too big. By measuring behavior in a set routine, teams quickly identify what is currently most important for the entire team. Teams hold sight of these topics in structured way, learning to demonstrate the behavior that is necessary together.
Do you feel the same way? Then read on for the application possibilities of our software.
Reduce workload
When the workload is heavy, teams experience little room to discuss it. Let alone to do anything about it. Attempts to reduce workload mainly focus on the individual. While the pressure from the environment is always stronger than the individual. Meanwhile, teams just keep running. Hoping things will get better 'soon'. And so the workload remains high.
Our software helps teams to discuss structuredly which behavior is needed to reduce workload.
Team development
Most leaders and teams see the value of developing together, but when and how? That is why most teams never get started with team development. Others develop only for a short while, or infrequently. Sometimes, the individuals develop, but not the team as a whole. Or development is in the hands of the leader only.
Our software helps teams to discuss structuredly which team behavior is needed to develop and grow. This places the responsibility for team development directly within the team.
Our software offers a solution to these challenges
Implementing succesfully
For many organizations, implementing something new is not easy. Whether it is software, a new system, programme or plan: putting something into effect can be hard. Its success often depends on people. And it can demand a lot from people too. Implementing something new often means uncertainty. People may find it difficult and scary, even if they do not talk about it. There can be differences in pace: one is faster than the other. And not everyone recognizes the added value of the implemantation in their own work, though that is exactly where the implementation should take place. The bigger the intended implementation, the bigger the behavioral change that is needed.
Our software helps teams in organizations to discuss structuredly what behavior is needed to be succesful at implementing anything.
Increase team ownership
Organizations face big challenges. It requires teams to take more and more ownership. To feel responsible for solving problems and act accordingly. Without there being a constant battle between manager and team regarding control and intervention. Because that only results that team and manager keep looking at each other expectantly.
Our software helps teams to discuss structuredly what behavior is needed to increase ownership. In addition, it helps teams to actually demonstrate that behavior in practice.
Digital transformation
How do you approach digitalization? We often focus on hardware: choosing the right program, system or software. While the success of digitalization depends more on people than on technology and processes. The transition to digital (collaborative) working demands a lot from the people who have to work with it in practice. And people depend on each other as well. It is impossible without behavioral change. Digitalization often means uncertainty. People find it difficult and scary, although this is not always said out loud. There are differences in pace: one is faster than the other. And not everyone sees the added value in their work, though that is exactly where the implementation should take place.
Our software helps teams in (chain) organizations to discuss structuredly what behavior is needed to reap the benefits of digitalization together.
Supply chain collaboration
Most clients have major ambitions to realize with verious parties. That's quite a job! Because you depend on each other to achieve results. People are aware of the common interest, but also have their own business interests. People often also experience little time and space. So we work more and more separately and the connection is lost. Then, the pressure quickly increases and achieving results becomes unstable and unpredictable.
Our software helps teams to allow people from different organizational cultures with different interests to talk to each other structuredly about what behavior is needed to realise the ambitions together as one chain.
ESG - Environment, Social, Governance
Employers have to contribute to safe, healthy and sustainable working conditions: from working climate, inclusivity, social cohesion to making the working environment more sustainable. Is CSRD required? Then you even have to report on this. But ESG is more than providing figures. It is also about how, as an organization, you consciously give space to, for example, dialogue, work-life balance, physical and psychological safety. Many organizations struggle with this. How can you report on this – and preferably simply?
With our software, organizations can give substance to the S of ESG. People will realize ambitions together in a different and more sustainable way. As a result, they experience more and more influence, energy and satisfaction. Our method is measurable and visible, so easily included in mandatory reporting.
KPI team collaboration
Realizing ambitions from annual plans and programs is more important than ever. But it is hard. We are all human: hassle simply happens. Let alone when the pressure increases or the issues of the day take over. Think of: working too individually, beating around the bush, unclear decision-making, heavy workload... you can fill in the blanks yourself... None of that helps to get things done. Meaning annual plans and programs are realized too slowly or not at all and reputations are at stake.
Most organizations measure everything in order to manage: from financial figures to data about customers, employees or processes. When you ask for current figures about team collaboration, it becomes quiet. While team collaboration is one of the most controllable risks in realizing annual plans or programs. With our software you have the tools to implement and monitor a collaborative KPI.
Culture integration post-merger
People often experience corporate culture integration as a challenging process that requires time and attention. While its success is crucial for realizing the intended benefits of the organizational change.
In our experience, the two biggest challenges of culture integration are:
1. The change does not come from the people themselves. It can feel as if people are being told what behavior they must demonstrate in order to realize the ambitions.
2. There is no routine in and connection with daily practice, although that is where the integration happens.
Our software helps organizations to allow people from different organizational cultures to discuss structuredly what behavior is needed to realize their ambitions together as one team.