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ORGANIZATIONAL CHANGE
Leading Integrated Transformation for Sustainable Change
Division Group’s leadership philosophy defines the firm’s purpose and the values essential to achieving it. To ensure the client’s change vision is both effective and sustainable, the group has developed a structured yet adaptable system for implementing complex organizational transformations—especially where strategic alignment, cultural integration, and structural change must occur simultaneously, such as in mergers or strategic repositioning.
Our approach recognizes that successful transformation depends on pairing formal execution with informal energy, balancing structured leadership with opportunity-driven collaboration.
» As an experience provider, the office delivers emotionally engaging services anchored in a clear and inspiring purpose. These services support the client organization’s CEO and senior leadership team throughout each phase of transformation: (1) setting and leading a new strategic direction, (2) aligning internal and external stakeholders with the change vision, and (3) inspiring key influencers to generate momentum and energize the broader organization.
» As an innovator, the office curates and co-creates breakthrough management solutions in close collaboration with the strategic design & research team, utilizing Design Thinking (IDEO). Design Thinking, a human-centered design methodology, blends creative and analytical approaches, promotes collaboration, and secures broad organizational commitment to change.
» With a focus on execution, the office develops strong, complementary working relationships and high-performing teams. Its capacity to structure and precisely manage complex initiatives ensures the effective delivery of transformation outcomes.
From strategic shifts and cultural transformations to the complexities of post-merger integration, Division Group leads with precision—supporting clients through tailored leadership, program architecture, and design-led interventions that produce lasting organizational outcomes.
Post-Merger Integration Aligned with Kotter’s Model of Change
Division Group’s post-merger integration services reflect the core principles outlined in John P. Kotter’s Change (2021), offering a structured yet adaptive approach that aligns strategy, culture, and execution.
We support CEOs and senior leadership in navigating mergers as unified, integrated transformations. Our approach bridges Kotter’s “dual operating system” by combining formal program structures with agile, opportunity-driven networks. By activating Kotter's Thrive Channel—the critical, often-missing catalyst—we mobilize creativity, commitment, and purpose organization-wide.
Our Strategic Intent Schema and agile governance enable organizations to co-design innovative management models—activating the Thrive Channel and turning Kotter’s theory into daily practice.
In line with Kotter’s model, our approach addresses:
- Strategic Change – Clarifying direction and aligning leadership teams around a shared vision.
- Cultural Integration – Engaging teams in emotionally resonant experiences that build trust and alignment.
- Organizational Restructuring – Designing and managing the structural transformation required to realize the strategic intent.
By clarifying direction, enabling cultural alignment, and structuring the transformation process, our work in post-merger programs turns complexity into coordinated progress—ensuring both executional continuity and long-term value realization.
→ Learn more about how we use design as a way of leading change
A Unified Philosophy
“Leadership is the ethical, imaginative act of interpreting change. Design is the structural expression of that vision.
Together, they shape purposeful, resonant, and enduring organizational futures.”
— From Leadership as Human Art and Design as Possibility
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