Organization Change and Development

Human Potential Development

WHAT IS ORGANIZATIONAL CHANGE DEVELOPMENT

These services are geared to assisting the organization in the evaluation and development of its behavior based policies, procedures and processes eg. Sexual harassment policies, Critical incident stress management policies etc. Our focus is on the facilitation of the development of human potential within the organization. At Dolly and Associates we offer workplace training and educational programmes that are designed to provide employees with the necessary skills to improve their performance at work and in their personal lives.

What We Offer

Our Range of Services Include

Common Issues We Can Help You Address

- Development of pro-social behaviour policies
- Change and transition management
- Team building
- Coaching and mentoring

- Interpersonal communication
- Mediation
- Goal setting
- Retreats

What We Offer

Comprehensive health and wellness services for the workplace

Common Issues We Can Help You Address

- Development of pro-social behaviour policies
- Change and transition management
- Team building
- Coaching and mentoring

- Interpersonal communication
- Mediation
- Goal setting
- Retreats

Our Approach

Building, Strengthening and Preserving Individuals and Families

Learn New Positive Behaviours

Our facilitators understand that behaviour is learned and can therefore be un-learned. We carefully construct interventions that address behavioural imbalances. We encourage participants to closely examine the thoughts and feelings that hold up particular behaviours and explore more productive or goal oriented behaviours.

What Drives Resistance To Change

There are three main factors that block new ways of doing things, namely:

- Individual Resistance
- Group Resistance
- Organizational Resistance

‘The inherent nature of life is constant change. To fear change is to fear life itself’.
Jonathan Lockwood Huie

Challenges in the workplace? We Can Help.

Get Started Today!

5 Key Behavioural Change Tips

Take an honest appraisal of your life.

Behavior change takes time and effort. It requires commitment. Some questions you may want to ask yourself: Who am I? Who do I want to be? Am I committed to this change? What lessons have I learnt about myself as far as change is concerned?

Educate Yourself

Learning a new skill requires knowledge, practice and patience. Learn as much as you can about the skill. Seek expert help. Then practice, practice, practice. Be patient – take baby steps, then larger steps as your competency develops.

Set Clear and Achievable Goals

One of the easiest ways to sabotage yourself is by creating unrealistic goals. Create SMART goals – specific, measurable, achievable, realistic and set within a time frame. Your goals should be within your control.

Monitor and Evaluate

It is important to monitor and evaluate the steps needed to achieve your goal. Know what inputs are needed to support your achievement. Establish your indicators of success.

Develop a support system

Establish a ‘Cheer’ Team to support you- friends, family, experts – people who will keep you motivated.

Get In Touch

I Have More Questions

Your First Meeting with the EAP - What to Expect, How to Prepare

Meeting with an Employee Assistance program (EAP) professional may seem a bit awkward at first, especially if you have never sought help for a personal or family problem before. But take heart: The EAP counselor has done this many times and will walk you through the process one step at a time.

Getting started

After some initial “get acquainted” conversation, the counselor probably will ask you an open-ended question such as, “How can I help you today?” or “What would you like to talk about?” This can make people nervous, but it’s as good a way as any to get started.

It usually is best to describe your feelings first. In other words, describe your distress before you explain the details and the circumstances. For example, you might start by saying that you are feeling sad or depressed and just can’t seem to shake it. The employee assistance counselor can then narrow the scope of his questions accordingly.

Four objectives for the first EAP visit

Determine the nature of your concern.
Problems come in all shapes and sizes. Depression, substance abuse, marital conflict, stress, or all of the above may be causing significant upset in your life. The EAP counselor will likely ask you to first talk about what you are feeling. This is easy because there are really only four emotions: sadness, fear, anger and joy. So try to determine the dominant feeling that has brought you to the EAP.

Determine the intensity or severity of the problem.
Once the nature of the problem is identified, it’s important to measure the impact on your life. For example, losing a parent causes grief and sadness, which is a normal response. However, if grief persists for months and begins to interfere or conflict with other areas of life, then it is severe.

Assess your current motivation to address the problem and make changes.
The goal of counseling is change—be it changing our unhealthy circumstances or our response to things that cannot change. Accordingly, willingness to try new ways of coping with a problem, stressful event, or unpleasant person is a critical component of the counseling and change process. Also, everyone has a tolerance for change and the employee assistance counselor can help you set an appropriate pace.

Assess the type and level of support from family, friends or co-workers (if appropriate).
Some people have ample support from family and friends and co-workers, while others have virtually none. The amount and intensity of support needed from professionals is, in part, dependent on the availability of non-professional support from concerned others. Individuals who live alone often require much more time and professional support for the same problem as someone with an intact support family.

Preparation - Things to think about before your visit

As you prepare to see the EAP, think about the four objectives outlined above and try to be as specific as you can. But don’t worry if you can’t—sometimes we get so stressed and overwhelmed that we simply cannot put a sentence together. The employee assistance professional will understand.

Confidentiality and Privacy

You should know that the cornerstone of the Employee Assistance Program, EAP is strict confidentiality. The EAP counsellor will discuss this with you during the first visit and answer any questions or address any concerns that you have.

Organization Change and Development

WHAT IS ORGANIZATIONAL CHANGE DEVELOPMENT

What We Offer

Common Issues We Can Help You Address

What We Offer

Common Issues We Can Help You Address

Our Approach

Learn New Positive Behaviours

What Drives Resistance To Change

Challenges in the workplace? We Can Help.

Challenges in the workplace? We Can Help.

5 Key Behavioural Change Tips

Take an honest appraisal of your life.

Educate Yourself

Set Clear and Achievable Goals

Monitor and Evaluate

Develop a support system

Supervisor Self-Appraisal

Step 1 of 12 - Avoided Interaction

Stress Quiz

Step 1 of 8 - Level of social Interaction

Work-Family Life Balance

Step 1 of 6 - Allocating time for family

Your First Meeting with the EAP - What to Expect, How to Prepare

Getting started

Four objectives for the first EAP visit

Preparation - Things to think about before your visit

Confidentiality and Privacy