Is your organisation going through change? Do you want to increase the likelihood of successful change? We are specialists in organisational change management and provide services that can help you lead your people through the change. We help you make the shift from where you are, to where you want to be, so that you can achieve the expected benefits of the change.
Are you implementing a new ERP system? Are you introducing a new technology or upgrading old, outdated technologies?
We can help you to successfully manage the people side of change and drive the acceptance, readiness, and adoption of new technology implementations. We’ve worked on medium to large scale implementations of Microsoft CRM, O365, SAP, SAGE, Workday, Banking Platforms and many more.
Is organisational change impacting strategy, structure, operating models and your people?
We have worked across various industries including financial services, telecoms, and retail, helping them implement strategies, and implement new operating models, to support their strategic objectives. We have also worked on Section 189 and Section 197 initiatives.
Is your organisation relocating offices or building a workplace of the future?
We have helped organisations position the benefits of future workspaces, improve brand loyalty, manage the impact of the move to people, decrease resistance to the change and increase utilisation of new technology and collaboration spaces.
Have you experienced user resistance to a change in your digital strategy, low levels of adoption or low levels of proficiency?
We can provide strategic, programme and project level organisational change management support to help you implement your digital strategy. We have worked with several large corporates to bring their digital strategies to life.
Regulatory compliance is becoming essential to keep organisation’s operating.
We can help your organisation avoid costly penalties by supporting you in identifying the impact of the change, managing resistance to this change and helping your people successfully implement
regulatory change.
Are you going through a merger, or are you considering acquiring a company?
We can help you create a well-timed plan for your merger or acquisition, focusing on the practical change required – revised structures, reporting lines, roles and responsibilities. We look at leadership styles and behaviours, cultural alignment, reward and recognition.
Do you have a new or existing culture that needs to align to your future strategy?
We aim to understand the current culture and to then collaborate with people across the business to co-craft the desired culture. An important step in our process is to make sure your desired culture and your strategy are aligned through defined practical approaches.
Has your department or organisation recognised a need for a change management capability that can support strategic and operational changes being implemented?
Our team of experts can help you create an internal change management capability including the setting up of a Change Management Office. We have defined operating models, frameworks, tools and software, and our change management training equips people with the required knowledge and skill.
The starting point for any change is to create awareness of the change. People need to know what is changing and most importantly, why the change is necessary. Creating awareness is a continuous process that addresses people’s information needs and concerns, and is achieved through effective communication, engagement, feedback systems and visualisation.
Acceptance means people have bought into the change and truly accept it without protest. To promote acceptance, the impact of the change needs to be understood and used to inform decision making and actions that manage resistance, and promote buy-in. Acceptance is achieved when people start to see themselves in the future state and want to be a part of making the change happen.
Adoption occurs when people are in a state of readiness and are equipped to implement the change. Readiness can be achieved by making sure that barriers to the change have been removed, that enablers of the change have been put in place, and that people have been equipped with the skills, knowledge and tools needed to make the change possible. Adoption is a critical part of the change management process. Adoption should be measured and monitored for corrective actions and is the key to unlocking the intended benefits and Return on Investment (ROI).
To make change stick, it needs to be embedded. Behaviour change and the new ways of working should be knitted into the fabric of the organisation. This can be done by embedding desired practices and new ways of working through people, processes and technology. It is also achieved by measuring key metrics such key performance indicators and client satisfaction and building these into reward systems. However, sustainability must include continuous improvement and agility to innovate and remain relevant.