The badly-needed New Way for Organization Change and Development

The New Way for Organization Change and Development

If you are a leader dealing with Change and Development – either through particular initiatives or on an ongoing Agile basis – you are probably aware that such matters are not well served by existing approaches. And because things are actually getting worse with increased Volatility, Uncertainty, Complexity & Ambiguity (VUCA), and more complex change, such as Digital Transformation (DX), you would probably appreciate the chance to try something better.

Now, rather than using methods associated with proven high failure rates even in simpler times, and recognized for no scientific depth or validity, Unitary Developmental Theory (UDT) offers a complete package for today’s organizations facing today’s challenges. Peer reviewed and published through Routledge, it’s 7-Level model is equally valid for all levels of human socio-economic system – People, Organizations, Economies and Societal Systems. They are all human systems functioning through socio-economic capabilities, and, moving into the AI era, it is important to remember that.

While other models offer either simplistic layers of unrelated assumed sophistication, or disjointed naïve process, each UDT Phase builds on the one before it in normative fashion, following how human systems learn developmentally for both hard and soft Capabilities. And while other models are either just discussion tools or simplistic diagnostics requiring costly intrusive interviews afterwards, UDT has been used in all levels of interventions: a simple Discussion Catalyst for e.g., Culture Change; a Discrete Change-Management Process for e.g., a recovery of functionality; and as a web-enabled Diagnostic / Developmental Tool which is packaged for e.g., Team Development, Digital Transformation, or Organization Development (OD) in either full-system or modular modes, which pin-points change capacity for each Capability and collects staff input with seamless efficiency.

10 Benefits of the New Way for Organization Change & Development

10 UDT Benefits directly associated with more sustainably effective organizations (from material already published and peer-reviewed):

1. Higher Returns – the model is shown to be positively correlated with Returns for Organizations, just as it is with GDP for Nations

2. Higher-Value Culture The most problematic issue for Change Management has been identified as Culture, with only nebulous approaches on offer. Now, with clinically proven validity, UDT re-defines Culture as Habituated Maturational Stage along its hierarchy, again, in perfect correlation with outcomes for organizations and nations alike. With UDT, Culture Change becomes a clear-sighted OD exercise

3. Agility and Resilience Rare Combination that grows together in perfect correlation with UDT process, as shown in a resilience study of Pandemic performances – those with the highest integrated Levels of Functionality were shown to have prospered – a triumph over VUCA

4. High Involvement Organization – E.g., Through the Online Diagnostics people choose levels of Capability Functionality, and also offer the reason for their choice. This gives staff a meaningful voice, and gives CM/OD agents invaluable insight, while also, avoiding the so-typical need for intrusive, time-consuming and costly interviewing

5. Learning Organization promised for decades – along with Learning Life, Learning Economy and Learning Society – as panacea for sustainable development, but only now delivered across each domain

6. Humanized System Because of its Psychological depth, UDT can be seen to facilitate working with Human Nature rather than short-changing it, as occurs with prevailing practice. How important is this with increased involvement of Technology and AI?

7. Traction – Pin-Pointing on normative learning scale, change capacity along all Functionality to provide Traction across the board so no over-stretching which is a key fault of prevailing practice. NB NEW - Differentiates those Capabilities that require Radical Vs Incremental Intervention

8. Sustainability – another key fault of prevailing practice. In contrast, UDT offers a Full-System approach; Step-by-Step Process for recovery as well as ongoing renewal; a normative Vision of Success that matches the most successful companies in the world, and it shows how to get there or as near as desired, from wherever the organization is functioning along the scale, with each step building on the previous

9. Leadership / Leadership Development – Singled out as a key challenge for Organizations, UDT transforms the understanding and modelling of Leadership, since it occurs off each Stage of Maturity, and ideally its highest Stage of Regenerative Leadership which is completely new to Leadership Theory to facilitate Regenerative Eco-System (for family, organization and nation alike), the ultimate in Resilience and Agility as shown by the organization Haier and its Leadership

10. Protection against Deterioration – Very significantly, only UDT has modelled what Psychologists have proposed since Freud – all human systems have a tendency to deteriorate and the higher the bigger the fall as in e.g., Absolute Power Corrupts Absolutely. Only UDT has managed to plot the ubiquitous process of Habituation at the different levels (and related them to Personality Type and Culture) and how this eventually yields to Inversion. UDT plots the signs, and it also differentiates when Radical (multi-phased) or Marginal (1-Phased) redress is to be used.

The New Way for Organization Change and Development

Try us out (Complimentary)