Strategic Transformation & Culture Change

South African companies are faced with the dual challenge of transforming while being competitive in our VUCA (Volatile, Uncertain, Complex and Ambiguous) world. These two challenges can however be regarded as flip sides of the same coin. Transformation within this context is driven through legislative imperatives, moral/ethical obligations, business (economic) justifications and an integral understanding of our collective connectedness.

Creating sustainable shifts in diversity and inclusion is however difficult to attain, with most change initiatives failing dismally to effect real and/or deeper change on an individual, team and/or organisational level.  Research indicates that huge budgets have often been wasted on initiatives that produce little more than mechanistic changes to structures and superficial awareness. The challenge is about creating or acknowledging the organisation’s diversity mix (mostly mechanistic and HR related initiatives), as well as making diversity work (deep level cultural transformation).  

Some of the reasons why diversity initiatives have gone pear-shaped are as follows:

  • A narrow and outdated view of diversity 

  • One-sided case and motive for engaging in diversity work – e.g. predominant focus on compliance

  • Mechanistic interventions that exclusive focus on policies, structures and numbers

  • Leaderless and Leadership supported initiatives rather than Leadership led initiatives. For change to be sustainable it needs to be Top-down, Bottom-up as well as Inside-out.

  • Transformation driven from an ego-systemic rather than an eco-system grounding; e.g. Overly bottom-line thinking that reduces people to profit generating resources

  • Sustainability has not been built into the process. 

  • Not acknowledging change on individual, team and organisational level. 

  • The inability to shift in the hearts and minds of people. 

  • Organisations are stuck ‘toiling away’ on a hamster wheel. Their outdated perspectives and approaches are however getting them nowhere.

Sustainable transformation requires an irreversibly shift in the values, strategies, systems, processes, mindsets and culture of the organisation. TDCI offers organisations  a scientifically proven change methodology, a structured and integrated process, and expert consultants (highly experienced business psychologists) to enable sustainable, deep-level diversity and inclusion related transformation.

Below are some of TDCI's core change principles and a basic change process:

It is important to note that each organisation is unique in terms of their context, variables, developmental phase and desired outcomes. As a result every change process is custom designed for each client. We thus engineer initiatives that will enable the shift required by organisations - from simple EE committee training to integrated culture change initiatives. 

 

Contact us to set up a meeting or for a RFP.  

Mmasephoma Moagi

Founder & Principle

TDCI Training, Development, Consulting, International

Cell: + 27 83 233 9936

Fax: + 27 86 646 6833

mmoagi@tdci.co.za

Collins Mathebula

Director: Business Development

TDCI Training, Development, Consulting, International

Cell: + 27 83 233 9936

Fax: + 27 86 646 6833

collins@tdci.co.za 

Marius Pretorius

Founder & Principle

TDCI Training, Development, Consulting, International

Cell: + 27 83 233 9936

Fax: + 27 86 646 6833

marius@tdci.co.za 

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