Change Management
Organisations ‘ready to move’ do not change – rather individuals do, person by person.
Mitigating risk of not achieving the business outcomes, along with change occurring faster and with reduced costs, financial outcomes occurring and business objectives met are all possible when the human side of change is managed.
All change (process, system, technology, job roles, organizational structure etc) is about meeting the change goals and business outcomes that are connected directly to the speed of adoption, ultimate utilization and proficiency with the change elements.
We provide:
- Personal change toolkits and coaching for individuals of organizations
- On-site consultancy for change-resistant or change-ready organizations
- Equipping onsite Change Managers for successful change deployment
- Customised Training packages for all levels of the changing organization
- Reference Kits for change
Change Management tools act as a a bridge between the proposed solution to a business issue, and the business outcomes.
From the desk of the CEO:
We’ve got such a great aligned concept - but the people don’t seem engaged with it...
Contact Us Now!We’ve got such a great aligned concept - but the people don’t seem engaged with it...
We ask:
- What is your business case for Change Management, and how will you present this to influence investment of funding and time by the essential players?
- What has your organization done to prepare for the change?
- How ‘ready’ is your organization for the change?
- What are the unique characteristics of the change?
- What risk level does your organization face of not achieving the business outcomes?
- When and how would you engage the primary sponsor with his/her roles?
- What are the most critical roles for managers and supervisors to play?
- What will your approach be toward resistance, the natural and anticipated reaction?
- Once the change strategy is set, with roles defined, what activities should your organization engage with , and on which levels of the organization?
- How and when should you reinforce the change?
- What are the 5 greatest contributors to successful change?
- What are the 5 greatest obstacles to successful change?
- How are your people influencing the ROI of a change project?
…(and what we anticipate you would want to ask)
- Wont Change Management slow down my change’s progress?
- Why do I need Change Management when I have established a solid Project Management presence in my organization?
- Isn’t Change Management just about the ‘soft’ people side of the change?
Experience has highlighted that ‘terminology’ can express different meanings to different people in different contexts.
With this in mind, Business en Motion suggests that personalized meetings add value by contextualizing and clarifying terminologies and interpretations.
We look forward to hearing, and reflecting upon, alternate perspectives with you.
