What we offer
- Individual change management
- Organisationnel change management
Why changes!
Our whole life is shaped by an ongoing process of change. We all accept a new haircut, a new more advanced motor vehicle, a new apartment and a new challenge in our professional career. The name or the whole shop around the corner is replaced by a shopping mall. All perfectly normal; but we must move with the times.
As an entrepreneur you have to adapt to changing market conditions, driven by intense competition and changing customer needs. A change in management process is usually preceded by an analysis of the competitiveness of the product or service. Information obtained from the analysis findings lead to the review of existing business processes. The need for a change of business processes is shown in the latest threat of losses in productivity, sales or production at decreasing the accumulation of customer complaints.
Change Management is a structured approach to shift or transit individuals, Teams and their attitude, Organization, Technology or Operational functions from a current state to a desired future state or form. There are typical examples of change management, like Missionary, Strategic, Operational Structural, Technological or attitudes changes. It is an organizational process aimed at empowering employees to accept and embrace changes in their current business environment.
As a multidisciplinary, Organizational Change Management should begin with a systematic diagnosis of the current situation in order to determine both the need for change and the capability to change. The objectives, content, and process of change should all be specified as part of a Change Management plan.
Change Management processes may include creative marketing to enable communication between change audiences, but also deep social understanding about leadership’s styles and group dynamics. As a visible track on transformation projects, Organizational Change Management aligns groups’ expectations, communicates, integrates teams and manages people training. It makes use of performance metrics, such as financial results, operational efficiency, leadership commitment, communication effectiveness, and the perceived need for change to design appropriate strategies, in order to avoid change failures or solve troubled change projects.
Change management refers to different project management processes where changes are formally introduced and approved. The linkage between individual change management and organizational change management is the key to success.
Individual change management
No matter how large a project we are taking on, the success of that project ultimately lies with each employee doing their work differently, multiplied across all of the employees impacted by the change. Effective change management requires an understanding for and appreciation of how one person makes a change successfully. Without an individual perspective, we are left with activities but no idea of the goal or outcome that we are trying to achieve.
The first step in managing any type of organizational change is understanding how to manage change with a single individual. Awareness, Desire, Knowledge, Ability and Reinforcement are essential to make a change successfully for individual needs:
- Awareness of the need for change
- Desire to participate and support the change
- Knowledge on how to change
- Ability to implement required skills and behaviors
- Reinforcement to sustain the change
RSManCons® describes successful change at the individual level. When an organization undertakes an initiative, that change only happens when the employees who have to do their jobs differently can say with confidence, “I have the Awareness, Desire, Knowledge, Ability and Reinforcement to make this change happen”. The rules of successful changes are an effective tool for:
- Planning change management activities
- Diagnosing gaps
- Developing corrective actions
- Supporting managers and supervisors
Organizational change management
Is based to a 3 phase process and gives basically a structure for project teams helping for changes. On all, outputs has to be defined.
Phase 1 is preparing for changes
Preparing
- Define change management strategy
- Decide change management team
- Develop finance model
Outputs
- Change characteristics profile
- Organizational attributes profile
- Change management strategy
- Change management team structure
- Sponsor assessment, structure and roles
Phase 2 is focused on creating the plans that are integrated into the project activities – what people typically think of when they talk about change management.
Managing change
- Develop change management plans
- Taking actions and implementing plans
Outputs
- Communication plan
- Investment roadmap
- Training plan
- Coaching plan
- Resistance management plan
Phase 3 is critical but often overlooked. The third phase of processes helps project teams to create specific action plans for ensuring that the change is sustained. It helps project teams to develop measures and mechanisms to see if the change has taken hold, to the see if employees are actually doing their jobs the new way and to celebrate success
Reinforcing changes
- Collect and analyze feedbacks
- Diagnose gaps and manage resistance
- Implement corrective actions and celebrate successes
Outputs
- Reinforcement mechanisms
- Compliance audit reports
- Individual and group recognition approaches
- Success celebrations
- After action review
Successful change management is more likely to occur if the following goals are achieved:
- Benefits management and realization to define measurable stakeholder aims, create a business case for their achievement (which should be continuously controlled and updated), and monitor assumptions, risks, dependencies, costs, return on investment, dis-benefits and cultural issues affecting the progress of the associated work.
- Effective Communications that informs various stakeholders of the reasons for the change (why?), the benefits of successful implementation (what is in it for us, and you) as well as the details of the change (when? where? what? who is involved? how much would it cost? .
- Devise an effective education, training and/or skills upgrading schemas for the organization.
- Counter resistance from the employees of companies and align them to overall strategic direction of the organization.
- Provide personal counseling (if required) to alleviate any change related fears.
- Monitoring of the implementation and fine-tuning as required and celebrate success.