Change Management- Our Approach

Change Management is the systematic management of a business change whereby executives, managers, and front line employees work in concert to successfully implement the needed technology, process or organizational changes. It is strategic planning brought into action.

Change Management focuses on planning how to put a change in place, creating the infrastructure and tools to support the change, learning about organizational assets and strengths and mitigating people?s resistance to the change through communication, involvement, and education.

Change Management is the process of setting, managing, and meeting the expectations of stakeholders to ensure project success.

Our approach is based on Appreciative Inquiry. Rather than looking on an organization as a set of problems to be solved we work with to build on prior successes, strengths and assets.

Communication

Delivered communication, such as newsletters, flyers, e-mails, etc

Engaged communication, such as town hall meetings, road shows

Training

Identifying system and process changes

Identifying affected audiences and appropriate training strategies for each

Creating and delivering training programs based on adult-learning principles

Organization Preparedness

Stakeholder Enrollment activities, such as focus groups, identification of super users, surveys

Leadership alignment activities, such as upward communication and strategizing for downward communication

Workforce Transition, such as job description changes, retooling/retraining

Introducing dramatic changes such as a large IT systems implementation requires careful planning and preparation to ensure all staff have the knowledge, skills, and tools to succeed in the new environment. Only by acknowledging the full range of impacts and effectively managing the changes, can an affiliate fully realize the benefits of the large IT systems implementation.

Many organizations learn the hard way through failed projects (e.g., idle technology, flouted job procedures, or delayed or derailed initiatives) that organizational changes must be planned for, stakeholders? concerns must be acknowledged and addressed, and those impacted by the change must be given the motivation and confidence to adjust their behavior.

Projects often unravel because, while there is support at the top of the organization, departments and individuals at lower levels are left to resolve tensions, answer questions, or fill gaps on their own. Change Management facilitates organizational alignment, enhances information sharing, and minimizes the ?guesswork? of how to do business the new way.

Engage the team in crafting a new, desirable direction that builds on organizational assets and strengths

Minimize impacts on productivity

Avoid unnecessary turnover or loss of valued employees

Eliminate adverse impacts on customers

Achieve the desired business outcomes as soon as possible