Being able to transform oneself is the key to success on the market. Organizational change happens when the change of people and teams is supported and fostered by consistent, robust and courageous processes and methods.
eChange is an architecture of “hard” HR instruments integrated into the self-empowerment approach.
Goals
eChange is a set of instruments designed to support organizations in taking a qualitative leap; specifically, it is aimed to align managerial and HR processes to the development of potential triggered by the implementation of empowerment-oriented interventions. The final goal is that of triggering, re-launching or consolidating a total organizational transformation.
Methods
In light of our long experience in business, we reread and reinterpreted the instruments traditionally employed in the fields of organizational management and development, climate investigation, and performance evaluation through the self-empowerment lens. In this perspective, we developed innovative, pro-vocative and engagement-oriented (promoting activation and individual protagonism) instruments.
Dedicated applications
Survey and climate analysis instruments effective in terms of generating outputs and defining efficacious action plans.
Support in the definition of solid HR instruments conceived as true aids to boost personal and organizational effectiveness.
Planning of ad-hoc assessment and self-evaluation instruments (360°) triggering or consolidating qualitative leaps in managers and supporting their coaching processes.
Dedicated projects
eSurvey
It aims to evaluate organizational climate with particular focus on empowerment, engagement, motivation, and protagonism: an instrument to foster an organizational qualitative leap.
Feedback 360
Delivered within a process aimed at individual development, the 360º Feedback is an effective instrument to emphasize managerial qualities and allow the emergence of aspects to be improved.
Empowerment oriented coaching
A modular and tailored path focused on personal and professional development: feedback, concrete experimentations, on-the-job support and hard work!
Feature articles from the blog
Feedback for learning: transformation as a generative key
In order to talk about how to use feedback for learning we need not to view feedback as sources of conflict but rather opportunities for transformation.
From skills to potential: self-development at ST
I wanted to write this post in collaboration with Elisa Conti, the ST Microelectronics training manager. Over the past years we have been working, reflecting together and doing field research about how to empower people and culture in organizations.
Change management: you are the real protagonist
A change management is ecologic if it’s sustainable, takes into account the starting point, allows people to challenge themselves and to express new talents.