“We can't be afraid of change. You may feel very secure in the pond that you are in, but if you never venture out of it, you will never know that there is such a thing as an ocean, a sea. Holding onto something that is good for you now, may be the very reason why you don't have something better.” ― C. JoyBell C.

What is Change Management? 

Definitions

Change Management is a systematic approach to implementing transformation in an organisation to achieve a business outcome.

Why does an organisation need Change Management?

Change management prepares the organisation for a solution. The purpose of change management is to implement strategies for effecting change, controlling change and helping people to adapt to change.

Benefits

If done well, organisations will pro-actively guide everyone through the period of change, take them on the journey to ensure successful adoption as fast as possible, with the least resistance, while ensuring sustainability.

Other Benefits are:

What happens if not done

Why does it fail?

When is it needed?

Organisational Design

Culture and Climate Change

Business Needs for Change

Transformation

System

Process Reengineering

Virtual Change

Surviving in a VUCA world

Leadership challenges

Culture and Climate survey findings

Regulatory and Complianc

Communication Strategy and Plan

Strategic Planning and Facilitation

Change Management Strategy and Plan

Stakeholder Engagement and Alignment

Change Impact Assessment

Stakeholder roles and responsibilities

Change Readiness

How do you know when an organization is change-ready? Typically, three conditions are present:

First, effective leadership is in place at all levels in the organization. Inept leaders are deterrents to organizational performance and ability to change. A company may have excellent pay, benefits, and employee-friendly policies, but if incompetent leaders are in place, its employees will not be motivated to change.

Second, employees are personally motivated to change. Change happens when people are sufficiently dissatisfied with the status quo and are willing to make the effort and accept the risks involved in doing something new.

Third, the organisation is accustomed to working collaboratively. Effective change demands collaboration between willing and motivated parties.

Learning and Development Plan

Communication Plan

Resistance Management Plan

Possible Reasons for Resistance

Coaching Plan

INDIVIDUALS/TEAMS