White Papers
A collection of papers that describe our approach to change management.
At sr4 Partners, we have worked with hundreds of leaders with a goal of building healthier organizations. Along that path, we have noticed that it’s harder to achieve organizational health if specific leaders are not, themselves, operating in a holistic manner.
Our experience is that cohesion in its absolute state is uncommon. Therefore, in our practice, as we get started, we strive to teach teams the skills they need to establish and re-establish psychological safety and trust and we expand their knowledge of how to engage in healthy conflict. By focusing on these essential team functions, they can better align on their goals and become and a higher-performing team.
We approach all culture initiatives with five core beliefs: (1) Culture drives your business performance, (2) Culture either enables your strategy, or inhibits it, (3) Culture is the responsibility of everyone in your organization, (4) Culture is a quantifiable attribute that you can measure, track, and correlate with your performance against business goals, and (5) Your culture can change.
As consultants and practitioners, we’ve developed a point of view on change - which we indicate when we place the word “inclusive” in front of the work “change.” It means: inclusive of all the people who are affected by the change initiative, its means inclusive of the different ways people approach the work of creating change, it means inclusive of how humans respond emotionally to change, it means inclusive of the ways the human brain can be an inhibitor of change, and it means inclusive of all the context-building that needs to happen around the transition from the “old and familiar” to “the new and different.”