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A Change Agency


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A Change Agency


BridgeOne works with leaders and change agents to co-create innovative, human-centred solutions to their biggest challenges leading to greater ownership and realised potential to drive value into the future.

We provide a fit-for-purpose support model that leverages a team uniquely skilled in the disciplines of Design Thinking, Change Theory, Agile Delivery 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.
— Senior Marketing Executive, European Mobile Telecommunications
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Meeting your adaptive challenges


Meeting your adaptive challenges


We work with clients to develop organisational 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"
  • Responses within the current repertoire of interventions are inadequate
  • New sets of stakeholders need to be engaged (or engaged in a new way)
  • Organisational boundaries need to be crossed
  • New learning is required

We believe that there is a different, and better, way of working with organisations to help them meet these challenges.

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Realizing potential


Building agile, innovative and adaptive organisations

Realizing potential


Building agile, innovative and adaptive organisations

In his book, The Inner Game of Work, W. Timothy Gallwey introduced the concept of performance being the outcome of one's potential for performance minus interference. 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 organisational performance and improvement, it is strange how so much of the focus (by managers, leaders and external consultants) is on belaboring how underwhelming an organisation's actual performance is without much attention to the possibility that 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.
— Senior Executive, Global Energy Company

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?  

BridgeOne helps companies do this.