When changing organizations, attention is usually focused on the structural characteristics of the organization and its surrounding, and on WHAT has to be changed. It is, however, also possible to focus attention first on the dynamic characteristics of the change process itself, and on HOW to change.

Based on systems theoretical research, four types of organizational change processes can be distinguished: goal-directed change, goal-seeking change, second-order change/ innovation, and ad-hoc change. Each type has its specific dynamics of planning, acting and learning and its specific human and energy dynamics. As a consequence, a match is needed between these dynamical characteristics and the approach to manage the type of change. We help you to match your management approach with the type of change at hand.

Innovation research has revealed that effective innovation management demands fast cycles of planning, acting and learning where both route and goal of the change process are the subject of learning. These cyclic processes of planning, acting and learning are closely related to the human and energy dynamics of the change process. The dynamical relationschips between these processes are complex. The 'journey of discovery' metaphor is a powerful dynamical model of how innovation proceeds. We can help you to manage your innovation projects effectively as a methodical journey of discovery.