Biomatrix Organisational Change Management Programme

All organisations require systems thinking and systemic management practices.

The Biomatrix Organisational Change Management Programme is an education driven change programme. It educates internal change managers in systemic organisation development. The fully trained change managers facilitate the transformation of their organisation into a learning organisation, which is able to manage ongoing change systemically.

 

Conventional versus Biomatrix Change Management Approach
As management consultants, we have observed that the success rate of conventional organisational change interventions is poor. Many organisations delegate the responsibility for their development to external consultants and allow too
many – often uncoordinated – change interventions, which are not sustained after implementation.

The Biomatrix Organisational Change Management Programme is designed to eliminate these problems.
Some of the issues addressed in our programme are highlighted below.

Conventional change management approach

Biomatrix change management approach

Organisations respond to external changes with wave after wave of – typically uncoordinated – interventions, without achieving the desired results, often even creating new problems. According to research, about 65 percent of change interventions are costly failures.

Because our programme is grounded in a coherent systems theory of organisation, any change intervention is relevant, comprehensive and synergistic.

Interventions fail after consultants leave, due to lack of internal knowledge.

During our education driven programme, all necessary knowledge is transferred to the organisation. Our programme develops internal organisation development consultants, who sustain the change.
The organisation becomes largely independent of external consultants. Because the knowledge stays within the organisation, any new model, approach and trend can be quickly evaluated as either beneficial or detrimental to the organisation.

The workforce is change-wary and demotivated.
Most of the conventional approaches are either top down or bottom up. None of them successfully engage all parts and levels of an organisation.

Our programme involves members throughout the organisation in the design of the change interventions. This approach generates alignment, change in mindsets and change in organisational culture.

Organisations and external consultants unsuccessfully experiment with organisational structures (e.g. vacillating between centralisation and decentralisation).

Our programme, grounded in a coherent systems theory of organisation, ensures that the organisation is correctly structured.

Organisations fail to detect environmental change in time and / or respond too slowly.

Our programme ensures that the organisation is wired for self-managed ongoing change and learning. That way, new trends and environmental changes can be detected, evaluated in the context of the organisation and responded to in time.

 

Structure of the Organisational Change Programme
Our programme consists of three overlapping phases:

Education phase
The education phase consists of a more in-depth version of the Biomatrix Management Education Programme. It is delivered as a blended learning programme (i.e. a mixture between e-learning and face to face interaction).
Internal change managers learn about the Biomatrix Systems Approach and its application to systemic problem dissolving, functional and business process design, development and management as well as organisation transformation and change management.

Diagnosis and design phase
The application of the learning involves prescribed projects. The projects use questionnaires and templates to make an organisational diagnosis.
The template driven team projects produce the first version of a change intervention design and implementation plan which – if agreed to and implemented – will transform the organisation into a systemic learning organisation.
Internal change managers also learn how to generate alignment around the design and support for the implementation plan.

Implementation phase
After receiving the mandate by top management, internal change managers facilitate the roll-out of the change intervention(s).

 

Delivery of the Organisational Change Programme
A blended learning approach interweaves the programme. The theory is learned by watching videos and reading manuals online.

The knowledge gained is first applied in individual projects, related to the work function of each internal change manager.
Individual learning is followed by team learning, facilitated by learning facilitators trained in the Biomatrix Systems Approach. The team assignments are projects prescribed by the organisation and include implementatio

The programme incorporates
  • e-learning and blended learning
  • project templates that drive the design of change interventions
  • coaching of change managers throughout the design and implementation phases
  • regular feedback reports by BiomatrixWeb
  • knowledge management software developed by BiomatrixWeb for the processing of data and development of knowledge repositories

 

Duration of the Organisational Change Programme
The duration of the programme depends on the size of the organisation and the time allocated to change managers. On average, one year should be allowed for the education and design phases. The implementation phase could take another year – or more – in very large organisations.
However, the organisation will also benefit from the “quick wins” of the programme right from the beginning.
Partial interventions and pilots can start during the second phase.