Change management consulting

Your journey to improvement starts with a goal. We'll walk you through the rest.

Change initiative consulting is ideal for organizations planning a project with one or more change components. It ensures that the investment is strategically supported and poised to achieve its intended objectives.

It helps address risks like:

Unclear vision: Without defined objectives, timeframes, and transition plans, organizations can become directionless and stagnant.

Untested assumptions: Misunderstood staff irritants and incorrectly targeted solutions can waste resources on ineffective change.

Communication gaps: Poor communication can lead to misunderstandings, rumors, and negative sentiment among staff or clients.

Stakeholder misalignment: Conflicts, strategic deviation, and delays could arise from unaligned stakeholders and lack of transparency.

Inadequate training: Inadequate planning for new skills may reduce staff productivity, quality, compliance, and confidence.

Resistance to change: Insufficiently managed fear and objections can cause workforce friction, productivity loss, retention problems, delayed or substandard outputs, decreased morale, and other consequences.

Client confusion: Without careful repositioning and tactful communication, clients can become confused or frustrated, affecting trust, loyalty, and brand reputation.

Integration issues: Poorly planned transitions can disrupt operations and significantly impact business resources and outputs.

Who this service is for

Studies found involving employees in the change process through participatory approaches leads to higher job satisfaction and better acceptance of new initiatives​.

(Source: MDPI, Sustainability, Wookjoon Sung and Changil Kim, 2021)

This service is designed to be tailored specifically for each change initiative, with personalized information available in the service package. Our process is most effective when managed end-to-end; however, this can be adapted for each client situation.

What the service includes

1. Organizational assessment and change validation

• Organizational assessment: We conduct an in-depth assessment of the current state, including culture, structure, capabilities, and drivers for change. This provides critical insights for validating the change opportunity.

• Change validation: We collaborate with leadership to analyse change objectives, timeframes, and resources. We then provide logic mapping to validate critical aspects of the proposed change.

2. Stakeholder engagement and communication

• Stakeholder analysis: We identify key stakeholders and map out engagement strategies to ensure effective governance, alignment, and support.

• Communication strategy: We define and develop communication and feedback channels to maintain transparency, address emerging issues, and keep stakeholders informed and engaged throughout the change process.

3. Change impact and readiness

• Change impact assessment: We evaluate the potential effects of change on operations, staff, and clients in all critical segments.

• Change readiness: We assess the preparedness for change, identifying and addressing gaps prior to transition.

4. Change management planning and implementation

• Change management plan: We develop a comprehensive plan outlining strategies, timelines, and resources needed to manage change, including:

5. Performance monitoring and maintenance

• Performance measurement: We track and report on progress and outcomes to ensure objectives are met.

• Maintenance planning: We provide guidance to ensure changes are sustainably embedded and maintained into maturity.

6. Evaluation and continuous improvement

• Evaluation: We assess the effectiveness of change initiatives and their delivery, identifying areas for improvement and celebration.

End-to-end change consulting includes critical activities like:

• Risk management: Designed to identify and mitigate potential risks.

• Training and support: Designed to plan and deliver training, coaching, and educational materials to equip stakeholders with necessary skills and knowledge.

• Resistance management: Designed to identify resistance sources and implement strategies to address them.

We stand by our work, evaluating results after project completion and offering
check-ins to evaluate long-term results.

Benefits

Productivity & quality
Higher employee buy-in and smoother transition to operational effectiveness.

Workforce retention
Minimised resistance and ensure staff satisfaction to avoid loss of talent.

Cultural alignment
Greater alignment and support for organizational direction and expectations.

Enhanced skills and competence
Well-trained employees that are competent, confident and future-focused.

Cost efficiency
Prevented loss from ineffective solutions, transition gaps and future corrective work.

Client retention
Avoided loss of future business and existing clients due to negative perceptions and experiences.

Maintained benefits
Changes are sustainably embedded in the organization for long-term success.