Change management at an organisation

Problem:

We often hear people say that they need changes.
Words on the need for changes can be articulated both at home in the kitchen – “I must finally give up smoking and take up sport” and in senior management offices – “We need to radically changes business processes” – and even at state level “We need serious reform of state management.”
However, the reality is that in the overwhelming majority of cases these remain simply words, while change implementation projects fail.
A number of reasons can always be found. As a rule, however, the main reason is that we want to change everything…, without actually changing a single thing that we do.

Solution:

We help organisations at every stage of a change management project.

Planning and preparation.

• Recognise the goal and need for changes – hold a strategic session with management and key employees where the goal is clearly set out together with a vision of the outcome of the changes for the organisation as a whole and for specific areas of activity.
• Assess the team and motivation, establish a team of change champions – it is important that you select from the very outset people who can and want to implement changes. At the same time, one of the “traps” is that many people will say that they support the changes, but when it comes to action, effectively sabotage them. Our assessment tools make it possible to understand personality traits and motivation at the earliest stage, facilitate the selection of the right people and effectively organise work with them.
• Prepare the change team – changes occur at organisations in line with certain laws, at a special workshop the change team studies these laws and take them into account when elaborating a change implementation strategy which is subsequently transformed into specific step plans.

Implementation of changes, assessment of the outcomes and effectiveness of the changes.

• Conduct research – how the changes are perceived by employees at different levels and in different divisions, the level of employee engagement, the extent to which employees understand the crux of the development and support the changes. The research makes it possible to promptly identify problem areas and adopt the correct decisions at the right time.
• Support the change team – hold strategic sessions, deliver training, coach sessions with the team, individual executives and key employees.

One of our training programmes – “LIVED – Management in the VUCA World” is perfect for anyone who wants to consciously manage changes in their lives and work.

Development of innovation potential

Change management at an organisation

Development of leadership

Development of the project team

Coaching