Designed methodologies and copyrights
When I started working in the development sector, I felt that the existing methodologies did not enable professionals to plan and implement effective and sustainable changes by including both the complexity of the target systems and the human/people side of the transitions. Consequently, during years of work, I identified the main deficiencies – in terms of available methods and tools – that jeopardized and limited growth and innovation paths, and I designed, practiced and tested a set of new approaches to successfully plan and lead transformations, most of which are currently in use in several international training programmes and organizations.
To perform as change makers and enact, and lead, the transformation we want.
Its basic principle
Change is a discipline and, as any other professional sector, requires the ownership of specific and relevant knowledge, methodologies, approaches and capacities, to be successfully executed.
The main results it allows to achieve
The 4-Pillar Based Approach meets the need of a complete set of transferable, operative and result oriented tools that addresses the core areas of any change process.
The main need it meets
It enables professionals and organizations to perform as change makers and leaders, and effectively execute the transformation they want.
To plan and implement comprehensive and sustainable change processes.
Its basic principle
Change is a complex circular process that involves the whole target system as well as each people within it, so taking place at two levels: the collective and individual one.
The main need it meets
The SIAC contributes to meet the need to include both the dimensions of any change, which are the systemic-collective one and people-individual one. The former is indispensable to transform relevant formal (laws, rules, policies) and informal norms (social codes), which shape the organizational, communication and relational common dynamics and functioning modes of the target systems. The latter is vital to enable each person inside the target system to enact the transformation, by aligning her/his way to think and behave to the new formal and informal norms. If the collective dimension is not relevantly included into the process, the system continues to basically function in the same routine, which means that no change takes place. If the individual dimension is not integrated into the process, people resist and/or continue to basically behave in the same manner, which means again that no change is possible.
The result it allows to achieve
It enables professionals and organizations to plan, lead and execute the change process they want to achieve by addressing and including both the levels (systemic and individual) of the transition, with their characteristics and specific needs.
To strengthen our self-leadership.
Its basic principle
Self-Leadership is one of the 4 pillars of key skills to perform as change makers, and it is crucial to both attain our personal objectives and lead people towards specific change goals. Without a strong self-leadership we can not drive ourself nor the others.
The main need it meets
The IFC contributes to meet the need of a practical guideline and operative strategy to daily self-manage at best, be the person we wish and effectively self-lead towards our objectives.
The result it allows to achieve
It’s a two-stage tool to empower our Self-Leadership, by enabling us to detect and transform our self-limiting behaviours (which jeopardise both achievements and fulfilment), and perform up to our real fullest potential towards the growth and development goals that we desire to achieve.
To make the change process relevant to the system, and prevent resistance.
Its basic principle
The result of any change process, inside its target system, essentially depends on two main factors, which are the quality of its impact and the quantity of the people that embrace it.
The main need it meets
The Impact-Adhesion Matrix contributes to meet the need to make the change process relevant to the target system’s necessities, and prevent and transform resistance inside it.
The result it allows to achieve
It is a methodology to consistently bridge the change process with the target system need’s and characteristics, and increase the number of people who promote and adopt it.
To allow the change, and enable the target system to embrace and enact it.
Its basic principle
Any innovative idea, solution, process, approach, technology and method requires its human target system to embrace and implement it, to be successful and sustainable. If the human system does not adopt the “change”, no result will be possible.
The main need it meets
The SFC contributes to meet the need to create human environments conducive to change, by enabling the target system to transit from a current situation to a new desired condition.
The result it allows to achieve
It is a 4 steps methodology that allows to detect relevant actions to align the system’s collective vision and behaviours to the desired change objective, so designing and implementing comprehensive and effective action plans to achieve the transition and development path inside the target system itself.