CHANGE AND TRANSFORMATION MANAGEMENT
Any change within your business requires careful thought about the impact of that change upon your people. Fortunately, there are now change management techniques and tools available that will help you and your leadership team engage with your staff about the change and ensure that the strategic aims of any change are supported by your people.
We will guide you through the process using a well tested formula that is adapted along the way to suit the needs of each organisation:
Getting to know your organisation
Drivers of the Change
The importance of answering the ‘Why?’ question. What are the drivers for your change, what are you hoping to achieve in the short and long term? It is necessary to establish these points at the very beginning. You may be undertaking this change because there is no choice, or maybe it is because you want your business to grow. For both, always start with the ‘Why?’
Key Roles in Organisational Change
What should your change team look like? What are the key roles needed for the change to happen? Have you identified who these key players are – are they within the organisation already? We will work with you to define and put in place the change team that will give you confidence that they can help you manage and embed this change going forwards.
A vision statement is an important part of the process because in only a few words, coming from the most senior sponsor of the change, it will answer the key ‘why are we doing this?’ and ‘what will it look like?’ questions. If you have a vision statement in place already, then we can review it with you if you would like us to. If not, then we can help you to establish what it needs to say and help you to get it in place.
Leadership and Engagement
How is your leadership team made up? You’ll need to identify exactly who has an interest in this change…and who has the ability to influence it – the answer to that isn’t always obvious. We aim to integrate ourselves into your leadership team to learn more ‘on the ground’ and get this information back to you.
Managing Relationships and Mobilising Stakeholders
Information is key – saying too much, or too little at the wrong times can often create problems rather than solve them. It will be important to have a strategy that provides clear flows of information to your key people to ensure they feel informed and that you aren’t hiding anything.
Communication and engagement
A communication strategy that addresses both internal and external audiences will be critical to get the right messages out there to support the change.. This strategy will need to detail when and how information will be communicated and to who.
With most of the work done it’s just as important to have a plan in place for how you will measure how well the change has been adopted by your people. You need to have an idea of what change levers you can pull to accelerate the adoption of the change if it was needed. And last but not least, you need to have a strategy to make this change stick and keep it stuck. We’ll help you to ensure these plans and strategies are in place for the weeks and months to come.