Change faster, easier and more successfully with the TOP Structure

Change is hard: we encounter ambiguity, uncertainty and resistance. The global impact of local change is hard to predict, and as companies grow, the effort and time to make changes grows dramatically while the probability of success declines.

Many companies find themselves in a position where everyone knows that change is needed, but nothing is happening: we're uncertain of the outcomes, and we don't really understand what or how to change. With this uncertainty comes fear: The insecurity creates change aversion, and people would rather continue suffering from suboptimal conditions than risking something that could be worse. Hoping to accurately predict the future, concepts are created, initiatives are designed and change capaigns are launched. Unfortunately, the bigger the change is - the more risk, uncertainty and resistance it will encounter.
Change is mostly problematic because we're not used to changing - and the more problematic change is, the less likely we'll change anything.
Organizations using the decentralied TOP Structure change approach reverse this trend, making change second-nature at all levels. We move from big change initiatives to small, low-risk changes.

This approach puts people in control of their actions using clear communication and feedback mechanisms, while stage-gating outcomes to limit risks and cost.