People Change Management

Change Management is a structured approach to transitioning individuals and organisations from a current state to a desired future state. In order to manage and gauge the change, a process with tools and techniques is required to ensure that the transition achieves the required business results.

Our Approach

Significantly, we support our clients by focusing on people as research has proven that people are the biggest risk factor when implementing any change initiative within an organisation. We subscribe to the notion that change management should be executed at three levels to support strategic, tactical and operational business transformation.

At the strategic level, the change management challenge impacts leadership’s intent to building support and commitment to creating a culture that embraces the vision of business transformation.

At the tactical level, the change management challenge impacts the larger organisation on a broader scale which requires structured support and commitment to creating a culture that embraces methods, tools and techniques of business transformation.

At the operational level, the change management activity focuses on the workforce specifically impacted by business transformation.

Our change team follows a structured approach to managing change by aligning ourselves to best practice change methodologies and techniques such as Prosci and John Kotter.

All change consultants are certified by the Prosci’s Change Management Certification Program which is based on Prosci’s worldwide, research-based, change management methodology.

Our Offerings

Areas of expertise:

business process design projects (reengineering)
service oriented architecture projects (realisation)
enterprise content management projects (implementation)
technology or system upgrades and replacements
organisational restructuring
business expansion or downsizing
business model changes or new business ventures
redesign of jobs
changes that impact suppliers to your business
changes that impact your customers

General Tools:

Change Impact Index
Change Characteristics Assessment
Organisational Attributes Assessment
Sponsorship Model and Roadmap
Change Management Coaching
Stakeholder Management Strategy and Plan
Communication Strategy and Plan
People Risk Plan
Training Strategy and Plan
Project Team Wellness Programme

Benefits

Applying proper change management principles limits the risks of:

Active resistance
Arguing about the need for change
Changes not being fully implemented
Disinterest in the current or future state
Divides being created between ‘us’ and ‘them’
Lower productivity
More people taking sick days or not showing up
Passive resistance
People finding work-arounds
People reverting to the old way of doing things
The change being totally scrapped
Turnover (loss) of valued employees

Our Work

Our team of highly qualified consultants have gained extensive experience in almost all industry sectors throughout their careers. Ovations’ customers include the following “blue chip” organisations:

ABSA
Zurich
Mutual & Federal
Murray & Roberts
Standard Bank

Frequently Asked Questions

What are the biggest mistakes companies make during change?

Not being directly involved with the project
Not engaging all management levels in the change
Sending inconsistent signals or not communicating enough
Shifting focus or changing priorities too soon
Not providing adequate resources

What change management activities have the greatest impact on project success?

Open and consistent communication
Personnel changes to support the new organisation
Support from all levels of management
Pre-implementation training of employees

What are the benefits of supporting the change?

Enhanced respect and reputation within the organisation
Improved growth opportunities (especially for active supporters of the change)
Increased job satisfaction (knowing you are helping your organization respond effectively to a rapidly changing marketplace)
Improved job security

Source: Prosci