Change Management & Training

Change
Management

“The coordination of a structured period of transition from situation A to situation B in order to achieve lasting change within an organization”. (BNET Business Dictionary)

Blend professional Project Management with Change Management – sustainability best practices to ensure new elements are adopted and adhered to timely.

Change Management at the organizational level

Faster respond to customer demands
Helps to align existing resources within the organization
Helps the organization to assess the overall impact of a change
Maintains organizational effectiveness and efficiency
Reduces time required for change implementation

Change Management at individual level

Supports a smooth transition from the old to the new approach
Creates the correct perception of the change for staff
Minimizes resistance to the change and increases employee acceptance of and adaptability to the change
Improves cooperation, collaboration and communication
Reduces stress and anxiety and encourages people to stay loyal to the organization

Some Change Management elements

Strategy
planning

Developmental, Transitional, and Transformational are usually three types of changes in organizations today and each requires different change strategies, plans, and degrees of employee engagement.

A very common reason for a challenge in change management is leaders inadvertently using approaches that do not fit the type of change they are facing.

Developmental

Change improves what you are currently doing rather than creates something new. Improving existing skills, processes, methods, performance standards, or conditions can all be developmental changes.

Transitional

Change replaces “what is” with something completely new. This requires designing and implementing a “new state.” This “transitional” phase can be project managed and effectively supported with traditional change management tools.

Two segments define transitional change:

(a) you can determine your desired destination in detail before you begin, and can, therefore, “manage” your transition

(b) people are largely impacted only at the levels of skills and actions, not the more personal levels of mindset, behavior and culture.

Transformational

Change is more challenging for two distinct reasons.

First, the future state is unknown when you begin, and is determined through trial and error as new information is gathered. This makes it impossible to “manage” transformation with pre-determined, time-bound and linear project plans.

Second, the future state is so radically different than the current state that the people and culture must change to implement it successfully. New mindsets and behaviors are required.

Without these “inner” shifts of mindset and culture, the “external” implementation of new structures, systems, processes or technology do not produce their expected outcomes.

Achievement of all planed activities for a day is a spinning wheel of our motivation. Our motivation and drive comes from our clients’ satisfaction.

Change Management & Training