Change Management
Change drives an organization forward, but it must be carefully managed to meet the client's objectives. In order to achieve this, we work in three key phases:
1. Phase One: Build a Change Management Strategy
This typically involves
outlining the organization's existing mission and functions;
identifying areas requiring improvement;
defining the new mission, vision and business objectives;
identifying the areas on the existing structure which are most likely to feel the impact of change;
determining ways the impact may be measured and addressed;
outlining the best approach to clearly communicate information across the organization;
communicating with all internal and external partners to ensure a smooth transition; and
creating a training strategy.
II. Phase Two: Build a Change Management Plan
Once the initial planning and assessment has been completed, building the change management plan includes
designing the new organizational targets;
developing the tools to implement change;
creating workshops to address specific needs;
leading focus groups, facilitating workshops and conducting interviews to ensure a thorough understanding of requirements; and
developing key performance indicators to track the new structure's success.
III. Phase Three: Implement Planned Changes
The steps involved will depend on the defined changes which are unique to each organization. A communications model can serve as both a road map and a check list as the plans unfold.
Organizational Design
Understanding an organization's current structure is a critical part of designing a new vision and structure. Often, this is most successfully accomplished by professionals who approach the organization as neutral and objective observers. As part of the process, our consultants define
the current organization;
the "target organization" in light of objectives, structure, resources and competencies; and
the plan that will transform the current organization into the target organization.
Training
