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.
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.
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
- 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
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 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:
- 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
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