Change Management

Change is inevitable and accelerating. Change initiatives are time consuming and costly; however, approaching change management with a disciplined, transformative approach, organizations survive and thrive. Transformative change is planned, organized and aligned with the business success.

Implementing change easily and with little disruption is viewed by executives and senior managers as a competitive and cost advantage. We all know lots of examples of failed change initiatives and the cost of disruption to customers and the upheaval experienced by staff leading to lower productivity can last many months.

Changes in processes, systems and technology require that jobs be structured and performed differently. To enable and sustain lasting change, rigorous attention to a formal change management effort is integral to any significant project a company undertakes.
There is a direct correlation between effective change management and the realization of benefits. It is only when new ways of working have become the norm that organizations can reap the economies of scale and other improvements that they expect from their investment. It is the objective of change management practices to enable ‘normality’ to be achieved as quickly as possible. 

All organizations are grappling with the difficulties of having too many ideas and not enough time or resources to adopt them. Many are under pressure to implement more change more quickly in an ever-faster cycle, relying on the ability of staff to be willing and able to manage their work within this environment of uncertainty.

Change initiatives are different from projects as they must include resources from
the organization being changed to be successful. Projects can be resources externally for design, development and testing. However, as soon as we have to start changing how people work to incorporate use of the project deliverables we need high levels of participation from those affected.

Crowned Grace International can help equip your company to drive and sustain transformative change through these key services:

Organization Risk and Readiness

A holistic diagnosis is conducted that assesses an organization’s risks in dealing with large-scale change. The diagnosis incorporates key elements of a sound change management strategy, including culture transformation, executive sponsorship, organization design factors and workforce implications.

Stakeholder Management and Strategic Communication

Identification of key influences and the design and execution of a systemic approach to communication that increases awareness, buy-in and ownership of the desired change.

Workforce Transition

Job impact analyses are conducted, and targeted workforce transition programs designed, so that the full life cycle of the change process is supported. We help you equip people significantly affected by change for new roles, implement processes to support them, and coordinate integration of talent management and training to prepare them for success in the new environment.

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