Change and the Organisation

Organisations are exposed to wide variety of factors which they need to respond to in order to survive and prosper. It is sometimes difficult for organisations to fully understand why they need to change and the implications for this (i.e. the driver for change).

Successful change typically involves careful design and delivery of new products, services or processes. However the same care and attention is also needed for the ‘people’ element of any change. For example,

  • The impact of change on the individual and what implications this has when planning change?
  • How different organisational cultures can affect the change experience?
  • What frameworks are available to support the creation of a ‘people focused’ change management plan?
  • Key roles in supporting successful change?

Education and Learning

Change usually involves people learning new ways of working. Effective change management recognises this and incorporates learning and development into the change management plan. Organisations must consider the process of learning, Identifying and meeting learning needs, and the implications of ‘learning styles’ when designing learning interventions.

Communications and Stakeholder Engagement

  • Stakeholder strategy: Change agents need to understand who will be affected by the change so that their requirements can be taken into account while minimising disruption to current operational performance.
  • Communications and Engagement: Effective communications are fundamental to any successful change.

Change Management in Practice

  • Change Impact: Change does not occur in isolation. Change agents will need to manage the relationship between the change journey, business continuity and successfully embedding the change.
  • Change Readiness, Planning and Measurement: Even if an organisation is effective today, change is likely to be heading its way. Successful organisations start planning for change long before it becomes a necessity.
  • Personal and Professional Management: One individual is unlikely to be able to undertake all the activities to support successful change. Typically teams will be involved in supporting and shaping the change
  • Project management: change initiatives, projects and programmes: Change agents will need to decide on the delivery mechanisms for change. For example, what governance structures to put in place. How different project management methodologies might impact on the management of change.
  • Facilitation: Change agents will frequently be helping others to ‘find answers’ to difficult business problems.
  • Sustaining Change: After all the hard work how can we ensure that the change ‘sticks’. We need to consider what design factors help ensure that the change is permanently embedded within the organisation.

 

If you would like to learn more, or would like to discuss your needs with one of our team, please don’t hesitate to contact us. We are here to help.