BridgeOne
Strategy & Advisory | Operating Partnerships | Agile Implementation
BridgeOne
Strategy & Advisory | Operating Partnerships | Agile Implementation
BridgeOne works with leaders and change agents to co-create innovative solutions to their biggest challenges leading to greater ownership and realized potential to drive value into the future.
We provide a fit-for-purpose support model that leverages a team uniquely skilled in Strategy, ROI Enhancement, Design Thinking, Operational Excellence and Leadership Coaching.
We are on a mission to change the way organisations change.
“BridgeOne solves business problems by harnessing the collective experience, expertise and creativity of an organisation’s people, thereby ensuring solutions are relevant, applicable and (most importantly) owned.”
Meeting your adaptive challenges
Meeting your adaptive challenges
We work with clients to develop organizational responses to situations where:
There is a persistent gap between aspirations and reality
There is a growing sense of disequilibrium, or even a sense of crisis, around the status quo
It is difficult to define the business challenge accurately (with the definitions changing depending on who you ask)
There are no known solutions... and there aren't any "quick fixes"
Tension exists among the key stakeholders, particularly those outside of the business, over performance
Responses within the current repertoire of interventions are inadequate
It’s a struggle to meet financial targets; meanwhile the organization knows that they could be exceeded
We believe that there is a different, and better, way of working with organizations to help them meet these challenges.
Realizing potential
Building agile, innovative and adaptive organizations
Realizing potential
Building agile, innovative and adaptive organizations
In his book, The Inner Game of Work, W. Timothy Gallwey offers a simple hypothesis: If you want to increase performance, you need to increase awareness of what is possible then identify, and reduce, the obstacles to that potential. Using p for "performance", P for "potential" and I for "interference" this would be expressed as:
p = P - I
This sounds straightforward enough. But in the context of organizational performance and improvement, much of the focus (by managers, leaders and external consultants) is on highlighting underwhelming performance without paying much attention to the possibility that this lower-than-desired performance may be due to a lack of awareness of potential or of people's sense of agency to reduce impediments and interference.
“Most consulting firms will come into your business and, in a few days of talking to your people and analyzing data, report back to senior leadership on what is wrong. What is more interesting, relevant and of value to me is understanding why.”
What if you could realize the full potential of your organisation?
What if your people could become deeply engaged in meeting the adaptive challenges?
What if they could build the confidence and capability to solve these, and other challenges, into the future?