Change Management
Enhance the methods in which a company implements change within both its internal and external processes
We will implement the concepts of change management and train all employees how to accept, embrace, and sustain change. Our process of aligning an organization’s people and culture with changes in systems, strategies and structures has proven results in multiple organizations globally.
Change management is a critical part of any initiative that leads and enables people to accept new processes, technologies, and values. Our set of activities helps people transition from their present way of working to the desired way of working.
- Change management is the process of aligning your people and culture with changes in your business strategy and organizational structure. It helps prepare our key stakeholders to accept, embrace, and adopt the changes.
- Change management is the effective management of a business change such that executive leaders, managers and employees work together to successfully implement the needed process, technology, or organizational improvements.
Stakeholder Mapping
The Stakeholder Analysis tool is used to plan the required change management activities for any initiative.
As part of every transactional, transitional, and transformational initiative, stakeholders will go through many key changes. The goal of our Stakeholder Analysis tool is to identify all stakeholder and associated processes so that we can ensure they are supported. The degree to which we enable stakeholders to effectively move through each transitional phase will determine the overall effectiveness and success of the change.
Once populated, this tool will be used as a key input into planning change management activities such as Communications and Training Development, which aim to minimize disruption and maximize organizational benefits. Change initiatives are frequently adapting to organization needs which means that the stakeholder scope can expand and contract. The Stakeholder Analysis plan is a living document that is continually updated and revisited throughout the life of the change project.
The first step is identifying all stakeholders that the initiative will directly or indirectly impact.
The second step is to identify each change that the stakeholders will be experiencing. Focus on what Employees are starting, stopping, and doing differently throughout and after a change occurs.
Communication Planning
Equipping and developing the Communication Plan also outlines ways to facilitate communication between project stakeholder groups to meet theses specific objectives:
- Establish effective communications to assure the timely completion of a quality project that adds value and supports the organization’s business objectives.
- Facilitate consistent delivery of information to project stakeholders to reduce the risk of misunderstanding, rumors, or surprises .
- Build awareness, acceptance, commitment, and ownership in the project.
- Foster a feeling of teamwork among project stakeholders.
The goals of any communication plan should be as follows:
- Communication must be timely, relevant, and accurate.
- Messages must be consistent, regardless of the sender.
- Communication must increase awareness and understanding of the project.
- Communication must be two way; feedback must be encouraged and acted upon.
Mentoring and Coaching
We equip leaders at all levels of your organization to correctly mentor and coach utilizing encouragement, advice, and our four step process of:
1) Contact / Establish beginning of partnership
2) The first mentoring meeting
3) Subsequent meetings
4) Providing feedback
We will teach that from the first contact and establishment of the mentoring/coaching partnerships, how the goal is to form a collaborative and interactive partnership and establish a safe, trusting environment that will facilitate change.
Your company’s employees will learn to establish themselves as supportive, trustworthy, non judgmental employees who are nonetheless wiling to challenge and confront when needed. We establish a broad overview of what challenges the mentee is facing and what he or she expects from you.
As the mentoring/coaching partnerships evolve we will assist on how to review progress and engage in more in depth dialogue using mentoring tools:
Observe: Collect data
Provide Feedback: Reinforce positives, point out opportunities
Use dialogue to gain insight: Ask questions, listen, state the purpose
Share: Make the most of your related personal experience
Suggest: Identify possibilities for change
Request: A specific behavior or action, record the action and date
Provide written feedback: Guide the next steps
Training
Our goal is to contribute to the development of operational excellence knowledge, skills and services by providing firsthand training and personal development included but not exclusive to the following areas:
Lean: How to shorten the time between the customer order and delivery, identify where value to the customer is created throughout the process and eliminates waste in the process and all constraints on continuous flow.
Six Sigma: Increase the reliability of a process, product, or service to meet customer expectations and be able to measure how well any process is performing with respect to customer requirements while eliminating defects and reducing variation that customers feel.
Leadership and Effective Communication: How to effectively lead and communicate with their teams as well as stakeholders throughout the entire lifecycle of change.
Organization and Time Management: How to manage the organization and delegation of tasks. They must also ensure that all project materials and deliverables are completed on time.
Creative Problem Solving and Adaptability: Employees understand how to resolve issues and adapt their workplace creatively to avoid mishaps and losses.
Motivation and Team Management: Ensure team members stay motivated throughout a project’s lifecycle. Moreover, they must be able to manage their team to ensure top-quality results and on-time completion of project deliverables.