When we talk about change within organizations, it's often about what needs to change - the content. But content is just one part of the story. Effective transformation requires close collaboration between content, process, and behavior. Without this interplay, changes in an organization will not land and certainly not last. In this blog, Lidia Swinkels, co-founder of Summiteers, dives into how these three elements together make a difference.

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Understanding the heart of change

If you want to change effectively, content, process and behavior are inextricably linked. Strategic issues often focus mainly on the purport, on what needs to be solved. Of course, that is important, but there are more factors at play. So you should also pay attention to the trial. How do you get something from point A to point B effectively? How do you get people involved in this? How do you organize that? What kind of communication is needed in this regard? That kind of question. The traditional or classical approach to strategic consulting issues focuses primarily on content and process. behaviours remains an understudied element in this regard. A missed opportunity.

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Behavior as an important pillar

How do people interact during a meeting? What is the general atmosphere in a team and how do the team members behave? Where does that behavior come from and what can be learned there? By intervening positively in this dynamics, a team can work together more effectively. This also ensures that adjustments made in terms of content and process are more likely to last. As a consultant, you can observe your customer from a distance in their natural habitat, as a kind of external observer. By watching, analyzing and doing targeted interventions, you can add a lot of value. This, of course, while at the same time delivering content, such as a blueprint or a strategic plan.

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Balance

It is always a matter of looking for the optimal balance. Sometimes an assignment has a heavier content; other assignments focus more on behavior or process. There is no single standard success formula. Because we are flexible in our approach, we can offer organizations customized solutions that really work.

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The order matters

The balance between content, process and behavior differs per assignment, but the order in which we approach these aspects is basically the same. I strongly believe that every issue starts with the process. That starts with a good understanding of the question. Don't jump to the solution right away. Research carefully what is going on and make sure you make time for it. By starting the process, we can better align content and behavior with the real needs of the organization.

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Making ourselves obsolete

By including all elements in the change process, we consciously work towards the moment when we are redundant. Our goal is to put an organization on the right track, but ultimately, people must be able to do it independently. A report left behind in a drawer or a theoretical dot on the horizon is not enough. Real progress is achieved by helping people take concrete and practical steps forward, and that requires attention to content, process and behavior.

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Need help with strategy execution?

We are Summiteers, we create movement, make something that is complex understandable again, something big achievable, a - vague - idea concrete and make something difficult succeed. Can you use help with this? Take contact with us.

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