Because situations and organisations differ, so too does my change approach. After analysing the business and the issues surrounding the problem or opportunity, solutions are individually tailored to suit each assignment, rather than slavishly following a particular predetermined formula.
A blend of 'soft' people-focused approaches and 'hard' project and programme management techniques can be used, depending on the nature and culture of the organisation, the timescales involved and the particular changes envisaged.
Embedding change
While the approach will vary, embedding the change is essential. Key to this is creating a sense of ownership of the change programme within your organisation, rather than attempting to ‘impose’ change from outside.
To build ownership, implementation is typically 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 and key stakeholders.
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 stakeholders must not be overlooked. The involvement of your managers in the implementation is a vital part of this, as is training and coaching, however an effective communications plan also has a major role to play in the process.
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 change management in your organisation.
