HOW WE DO IT

The 10 Essentials of our WST methodology is derived from our collective experiences over
the last 50 years with over 1000 organizations around the globe.

  ELEMENT 1:  INTERNAL CHANGE AGENT (ICA) TRANSFORMATIONA highly competent ICA using Whole System Transformation is key. We boldly say that ultimately the most powerful person in a system is the ICA. That person can be positioned to facilitate the change process while the CEO controls the process. The ICA becomes the key to journey sustainment. The ICA will advocate and practice the new culture, and will do it until the members of the organization sustained and institutionalize a comprehensive and perpetual positive change process.

ELEMENT 2: LEADERSHIP TRANSFORMATION - Process starts with leadership alignment and agreement. In other words, in order for the change process to succeed, it is essential that the leadership in the organization be committed to the change. Commitment has to be emotional as well as intellectual. Leaders have to share common vision, strategy, and agree on the common actions and commitments; unity is essential.
   
ELEMENT 3: DESIGNING LARGE GROUP INTERACTIVE SUMMITS - One product of the Leadership Transformation is to draft the purpose and outcomes of a 3-day-paradigm-shifting summit of 300 to 1,000 people. We no longer have time to spend forming a consensus. What we do is, we facilitate the whole system to sense the common ground and initial direction for creating immediate positive change. The system becomes agile and can self-correct when big data says the correction is needed. The immediate clear focus for change in the moment unites all with a new sense of urgency and priority. This happens via Large Group Interactive Summits.

ELEMENT 4: CRITICAL MASS TRANSFORMATION  Critical mass is achieved by employees of an organization. In order to achieve a successful transformation, it is essential that critical mass is fully informed and is actively engaged in the implementation of changes taking place in the company. This goal is achieved by large group interactive events where people are encouraged to participate and get involved.
    
ELEMENT 5: ENTERPRISE WIDE ENGAGEMENT - Authentic engagement of all is critically important in WST. Summits produce a positive energy that has substantial ripple effects throughout the whole system. Strategies are created to engage the entire organization. Through osmosis others begin to change.

ELEMENT 6: MULTI-DIMENSIONAL COMMUNICATION  -
Throughout the process of transformation it is important to have effective and multi-directional communication. Success stories, decisions, data, and results have to be published, and employee considerations have to be heard by leadership, and vice versa. In other words, people have to be informed about what is happening in the company, and about progress that has been made.

ELEMENT 7: THE STRATEGIC TRANSFORMATIVE OFFICE -
This group of change champions has the responsibility to view the entire system from a lens of multi-faceted expert views. Typically it includes the following: executive team sponsor, HR head, strategic planning lead, CIO, middle management representative, lower echelon employee representative, customer advocate, and ICA.  

ELEMENT 8: MEASURED RESULTS - While large and dramatic changes will be apparent, it is strongly recommended that cost effectiveness and efficiency be measured regularly. These evaluations will reinforce change momentum, show areas that need more work, and will determine future steps.

ELEMENT 9: TRANSFORMATION JOURNEY SUSTAINMENT - One of greatest metrics for an effective OD effort is when the approach still evolves to greater performance years after inception. The organization as a whole has mastered learning and change. It has the capability of being agile as it stays ahead of the external forces of disruptive change. Participants tear down borders where it makes sense, and put in place a rich web that weaves the organization together in a fundamental way. The new culture demonstrates how to use new ways of interacting with co-workers and conducting better meetings An unchanging structure is set up. The process is recycled annually birthing a plethora of innovative and transformative experiences.

ELEMENT 10: ACTION LEARNING & RESEARCH - The final steps involve implementing a simple action research process consisting of scanning, planning, acting, and re-acting. In the scanning process, an overview is completed of the current state. At the planning stage, the organization involves top executives and professionals to design the action plan. During the acting stage, planned steps are integrated into the design of the new system. And at the re-acting stage, the process is repeated in order to evaluate what has happened. During the Action Research process it is critical for top leadership to be involved, since they are the ones who have the power to influence, and become role models for what is expected of people from the company.