To improve profitability, organisations are focusing on the major priorities of delivering better customer service via higher quality, faster response and greater innovation. To achieve this, progressive companies are replacing cumbersome organisation structures with more flexible ones, to focus on the main objectives of satisfying customers’ needs and maximising profit.

These changes have led to a revolution in the management of people.

Team working and flexibility are the norm, with people empowered to make decisions and satisfy customers. Rigid functional boundaries and bureaucratic systems of working have been removed and been replaced by smaller, process driven teams.

Companies that successfully manage changes to organisational culture are able to achieve a quantum leap in business performance.

They understand that defining a mission statement and articulating the need for change is not enough. They realise that changing the way people work often depends upon fundamental shifts of attitude and behaviour.

Attitudes and behaviour can be changed by the right sort of training and development.

Knowledge by itself is not enough. Knowledge which is not put into practice will not lead to permanent changes to attitudes and behaviour. This is why traditional training methods have limited value in the context of changing behaviour. They equip people with information, but unless that information leads to a real difference in the way in which they operate, the benefits of lasting change cannot be achieved.

What is needed is a development method which puts knowledge into practice in a way which fundamentally challenges the way people think and act. Sea Change Leadership & Team Development provides this method.