Coaching Through Change
Change Management can be a vague concept, but it’s actually quite precise. Change Management guides how we prepare, equip, and support individuals to successfully adopt change, in order to drive organizational goals. It isn’t only for projects rather the approaches we take are applicable across all of your interactions with your team. Whether you are a growing startup looking to implement policy, culture, and workflow as you grow, or a multinational organization reorganizing your reporting hierarchy, our “head and heart” approach ensures we ask the right questions while also managing relationships between key stakeholder groups.
Focused on the Individual
Organizational change, or consciously deciding to do something differently, happens one person at a time. This is why we start by focusing on individuals and small groups, where people are more comfortable to share their real concerns, hopes, and expectations. With that insight we influence project teams and leaders to have their own meaningful engagements with internal stakeholders impacted by large or small changes. Of course, there’s always a place for formal communications and training programs, but to drive real transformation people need to feel like they have a stake in the project, and that their voices are being heard.
What are Some of the Challenges?
A lot of our change management work is with government. A key challenge with government is their preference for strictly hierarchical reporting relationships. A risk of this is that it can lead to disconnected or disengaged executive support for projects and reactivity from subordinates. Without a leader who is both active and visible as the key champion of the initiative, projects often struggle to achieve some or any of their business goals. In some cases, it can lead to the cancellation of an initiative wasting both money and resources. We actively coach executive leadership, providing candid feedback, and analysis of the specific causes and effects to build bridges between critical business areas required to move projects forward.
Is it Worth it?
Statistics show that organizations who apply a systematic approach to change management see benefits in the following areas:
higher rates of adoption and ultimate utilization
greater levels of engagement
increased proficiency in using new systems and processes
improved employee morale
more effective leadership
Coordinating commitment across an entire organization can be difficult, but by implementing a systemic approach and properly managing stakeholders, you stand to reap the real benefits of the change.