People are at the heart of change – processes and systems do not deliver benefits unless people use them.
Change management is about the people side of a successful change.
By applying a structured set of processes and tools, we enable your people to move from the current state to a future state that allows the desired business benefits and results to be unlocked.
Many change initiatives leave the people stream until very late in the delivery timeline, and then wonder why the change has not been as impactful as it could have been.
Developing a change management strategy early enables more benefits to be realised and can streamline activities, ultimately saving time and money throughout delivery.
Change management done well:
Drives ROI
Realises benefits
Avoids increased costs
Minimises delays
Mitigates risk
Encourages adoption
What we do
Through a blend of questionnaires, facilitated discussions, interviews, and follow up coaching conversations we will work with you to construct a change management strategy for your organisation that provides:
- A clear definition of what success looks like for you.
- An agreed set of information that will inform your ongoing change management approach.
- Engaged sponsors and aligned senior management who are ready to lead their teams through change.
If required, training can be added into the mix to make sure that sponsors understand their roles and can shine right from the start of any change initiative.
Our Change Management services use an approach which is informed by (but not limited to) a combination of the most widely used change management models:
Awareness, Desire, Knowledge, Ability and Reinforcement
Dissatisfaction x Desirability x Practicality > Resistance to Change
12 linked factors that impact change – External Environment, Mission and Strategy, Leadership, Organisational Culture, Structure, Work Unit Climate, Individual Task and Ability to do it, Individual Needs and Values, Employee Motivation, Management Practices, System (policies and procedures), Individual and Organisational Performance.
Ad hoc or Absent, Isolated Projects, Multiple Projects, Organisational Standards, Organisational Competency.
Building curiosity and enquiry, combined with active decision making.
