Our approach to organisational analysis has a particular focus on assessing interinstitutional and stakeholder relations, policy development, organisational management, financial management, work processes and procedures, structures and support systems, human resources skills and capacities. Analyses are followed up by organisational development plans tailored to clients’ needs and expectations to the future improvements in efficiency and effectiveness in and around the organisation.

Our philosophy is that it is the people in and around the organisation that hold the main ideas and answers to any required change and development needs. Therefore, we facilitate a coaching and dialogue based approach in which organisational strengths, challenges and opportunities are identified and agreed upon by those involved and responsible for the functionality, management and leadership of the organization. Our experiences show that ownership of a any required organizational development process is best established if people in and around the organization understands, comprehend and own the proposed initiatives for change.

We facilitate the structuring and design of required organisational development plans and ensures that the organization and its staff takes ownership of proposed activities and expected changes. Based on an agreed organisational development plan we facilitate change management processes through the eye of both leaders and staff. We manage the change process utilising leaders and staffs’ aspirations, motivation and expectations to the future. We manage the process at a pace where leaders and decision makers have full control and ownership of the change management process and at the same time we guide and direct the process towards tangible and operational goals and changes.

In change management processes we work for people and their organisations with a particular focus on facilitating management decisions for processes of change, building consenesus and establishing ownership with the aim to enhance organisational efficiency and effectiveness.

Examples of particular assignments:

• Organisational capacity assessment of the International Department at the Danish Institue for Human Rights

• Organisational capacity assessments in development programmes funded by the Danish Ministry of Foreign Affairs and other donor agencies in Africa, Asia and Latin America

• Development of new government and management structures for DACAAR

• Planning and organization of job functions and project teams in the Danish Energy Agency

• Facilitation of change management process in the Ministry of Finance in Tanzania

• Assessment of the Operational Performance System at IBIS

• Review and development of the Quality Assurance system for the Danish Trade Union 3F International Department

• Facilitating organizational development and coaching of project teams in the Danish Ministry of Energy, Utilities and Climate.

• Coaching of change management Task Force working to improve operational procedures between European CARE members and CARE Country Offices.