We have been working alongside clients since 2003 to plan, guide, to lead and execute change initiatives. Our approach is to genuinely engage with you so that we understand your drivers for change, and the benefits that your organisation is seeking as a result of the change initiative or project.
Given change is ‘constant’ in the workplace, some might suggest that ‘managing’ change is impossible, or even that ‘change management’ is an oxymoron. How can you manage something that is not always tangible, but is rather constantly moving and evolving?
Accepting that change is inevitable and can be positive relates to organisational psychology, organisational development, culture, mindsets and leadership. Change experts can design and execute programs and interventions, to help build this ‘change readiness’ within organisations. Using online tools and a focus on shared purpose and values are examples.
When change is a point in time choice – based on a strategic decision – then the conscious management of specific programs requires concerted action. This includes the engagement of change experts – for discrete programs such as process improvement or new system implementation, or for multifaceted transformational change.
What is certain in an ambiguous operating environment is that the ‘how to’ manage change is changing. Change tools now include more online assessments, personalised and responsive feedback loops and platform-enabled people engagement. So, although the type of change intervention can vary from a linear process to a more flexible and agile activity, managing change still requires planning, analysis and good execution.
Driving continuous process improvement with people as the asset becomes a necessary part of business culture in order to remain agile and competitive.