Mike provides a complete range of business change management services, including consultancy, change leadership, project & programme management, and communications & stakeholder engagement

Change management approach

Because situations and organisations differ, so too should the change management approach employed. In addition to analysing the specific problem or opportunity, other factors in the organisational environment are equally important. Factors such as strategic objectives, stakeholder opinions and the skills & culture within the organisation, will help to shape the solution, as will time scales and the available resources. As a result, solutions are individually tailored to suit each assignment, rather than slavishly following a particular predetermined formula.

Once the business analysis is completed, a blend of 'soft' people-focused approaches -  including leadership, training, facilitation, coaching and mentoring - and 'hard' project and programme management techniques can be used, alongside communications and engagement activities. Solutions may also involve the use of a range of tools and techniques - drawing, for example, on lean principles, systems thinking, and continuous improvement, as well as using formal project management methodologies such as PRINCE 2.

 

Embedding change

Whatever the particular approach, embedding the change within your organisation is essential. Key to this is creating a sense of ownership of the change programme among your management team, rather than attempting to ‘impose’ change from outside.

To build ownership, implementation is carried out as a partnership, working closely with your own managers, directors and stakeholders. A prerequisite for this is gaining commitment to the change programme and the approach from senior management.

While the need for change may be obvious at a senior level, and the means of achieving it may have been agreed, the importance of spreading this knowledge and understanding to managers, staff and other stakeholder groups must not be overlooked. The involvement of your managers in the implementation is a vital part of this, as is providing support, training, mentoring and coaching. An effective communications plan also has a major role to play in the process.

 

Contact

Because of the interrelationships involved in planning and managing effective change, I can be most effective if you contact me at an early stage to discuss your particular organisational requirements.