A big re-organisation is on the cards and the Chief Executive calls a whole staff meeting. There's a video conference, an impressive PowerPoint presentation and follow-up team briefings. This is the typical scenario played out in organisations where large scale change is planned - be it a restructure, a merger, a new system or a new mission. The management tells the troops what's happening, and expects them to line up and follow meekly behind.

The hard reality, however, is that people don't understand and embrace change just because the CEO tells them to. Change is a gradual, continuous process that comes about through the dialogue people have with their managers, their interaction with their peers and the gossip they exchange with colleagues in the corridors.

At i.d. we like to think of an organisation as the sum total of all the conversations going on within it at any one time. So it follows that the best way to develop that organisation is to focus on conversations, relationships and people.

i.d. helps managers move away from the idea that change is a rational process that can be fully planned and controlled and to begin to see their organisation in this new light.

We work alongside internal change agents as a development partner, equipping them with the tools and techniques that will facilitate healthy and lasting change. We help them strengthen working relationships, improve people's ability to deal with complexity - and develop organisations that are more capable, agile and resilient.

Click here to find out how we have helped clients drive organisational change.