Organizations don’t change, people do.
We focus on the people.
While every organization is different, there are common artifacts that can determine the need for change management and the supports necessary for success. These aspects of an organization’s culture – its beliefs, values, and processes are vital to any successful transition.
As we develop a Change Management Strategy, we consider several organizational and project factors.
- What is the organization’s culture?
- What does the new state look like?
- What’s the size, scope, and impact of the transformation?
- What’s their change readiness?
- How will success be determined and measured?
Stages of Change Management
We drive successful change for the organization through an individual and collective change journey. It’s about the people.
Who are the end-users? What do they need? What do they know about this digital transformation? Are they on board?
We focus on aiding the people to adapt and embrace the change. Our efforts aim to speed adoption for a specific transformation as well as build a long-term culture of change within organizations.
We do this through focused discussions, discovery, engagement and support.
We apply theories, best practices, models, and support tools to build confidence and understanding.
When is Change Management Needed?
- Large, complex technical transformations
- Significant organizational restructuring (due to expansion or global growth)
- Merger or acquisition of new company or division
- Prior to initiation of New Agency or Office mandate
- Personal Transformations – Individuals transition to new areas of responsibility or promotion