Chapter 3

Developing the two powerful systems for which we are internationally renowned

Through these challenging assignments, Edmond Mellina developed, tested and refined an innovative set of tools, guiding principles, roadmaps and frameworks to manage organizational change more effectively. Over the years, he integrated all the elements into a robust and unique methodology – the TRANSITUS Change Management System™ – which we later re-branded as the ORCHANGO Change Management System™.

At the same time, Edmond experienced with various ways to turn the middle managers under his leadership into true change management experts. After all, it was in his best interest to impart his expert knowledge to the members of his change management teams! Of course, it was also a great way to nurture his passion for developing others.

Through trial and error, Edmond became absolutely convinced that reliance on classroom or simulation learning couldn't produce real change management competencies. However, he witnessed the emergence of true expertise when he relied on his natural inclination to coach his managers and share his knowledge in a timely fashion, as the change initiative was progressing. This produced a "Eureka" moment for Edmond, who realized he had discovered the best way – the only way – to develop true change management expertise.

Since his approach had similarities with the action-learning philosophy long touted in academic circles, Edmond researched the field extensively. He concluded that, in order to work in the real world, the theoretical models described in the academic literature had to be adapted.

Our learning programs' powerful Learn-and-Execute® format results directly from these experimentations and reflections. Next chapter...