Change Management Consultation Services

• Step 1

To install change management an organization must first focus on its cultural preparation. After this, it can then focus on the logistics.

In this phase, managers must concentrate on employees. Helping them recognize and understand the need for change. Raise awareness of the different challenges facing the organization. Concentrate on recurring problems that are constantly causing dissatisfaction within the organization.

This can ensure a smooth process reducing friction later on.

• Step 2

Now the organization is ready for this change. Managers must develop a realistic plan and strategy for achievement. These are the important questions you will need to answer.

What goals will this change help the organization work towards?

• How will you measure its success?
• What analytics need moving?
• Who will oversee the implementation of change?
• Who will be responsible for the implementation?
• What steps and actions will the project include?
• What falls outside of the project of this scope?

The plan should also account for any unknown problems. Ones that could arise during the implementation process. Thus, you will need agility and flexibility to overcome them.

• Step 3

After creating your plan, all that remains is to follow the steps outlined. Now you can install the all-important change management.

Remember you will be initiating changes to every part of the organization. From structure, strategy, and systems, to the behavior of all staff and workforce.

• Step 4

Once the changes are complete, change managers must prevent any reversal. By stopping any slippage back to the prior status quo. 

Especially ones related to processes, workflows, culture, and strategies.

Without a good plan, some of the staff and workforce may backslide into the “old way” of doing things. This can especially happen during the transitory stage.

So, embed these changes within the organization's culture and practices. This way it will become more difficult for any backsliding to occur. New organizational structures, controls, and reward systems should all be used. These tools will help the changes stick.

• Step 5

Because a change initiative is now complete, it doesn’t mean it was successful. Conducting an analysis of their change management will help business leaders to understand whether the change was a success, failure, or a mix of both. It can also offer valuable lessons for the process of future change management.

1. REASONS behind the change
2. RISKS involved in the change
3. RESOURCES required to deliver the change
4. RAISING the change request?
5. RETURN required from the change
6. RESPONSIBILITY for creating and implementing the change?
7. RELATIONSHIP between suggested changes and the workforce

Simply put, in the easiest way possible. Change management is an umbrella term for all organizational strategies and plans. Ones for the preparational support of an organizational change. Usually taking it in a new direction with new goals. In turn, helping managers, staff members, and the company as a whole.

Often it includes methods that redirect the use of organizational resources. Changing its business processes, budget allocations, and other modus operandi. Signifying a seismic change to an organization or company.

1. The Goals. Understand your company's goals. Analyze who the project will affect; the customer or the company?
2. The workforce. Your workforce is your most important asset. So, before you begin, assess your highly valued workforce.
3. The What. Decide on which members of staff will work on what areas of the project.
4. The Rules. Create a change management process that clearly defines how the tasks are assigned. Then set the rules for the changes, accountability, and project completion deadlines.
5. The Future. Once a project ends, analyze your control process. Explain why the changes you make will improve all aspects of your team, company, or client.

Here is a very good example of a real-life Change Management.

NETFLIX

In 1997, the gigantic media-services provider Netflix began. They first offered customers monthly subscriptions to have movies posted to their door. Resulting in customers avoiding the late fees. Ones that traditional video rental companies always charged their valued customers.

From the beginning, Netflix was a very unconventional company. This has no doubt resulted in its easy transformation and adaptation. Especially in the digital world. Streaming began in 2007. Now their customers no longer needed to wait for DVDs to come through the mail.

Netflix successfully implemented its change management to meet the needs of its customers.

At one stage, they were at a crossroads. Its long-term sustainability depended on how it managed the change. One to a completely digital future.

To start with, Netflix experienced a drop in subscription numbers and stock figures. But this was at the beginning. Their subscribers eventually grew from 23 million in 2011 to more than 137 million in 2021. So, their trusted plan worked, as they knew all too well, that DVDs were on their way out and they needed to make a change.

By choosing WHA change management consultants, we will help you realize the all benefits of full enterprise software. Our change management (CM) in project management focuses on minimizing employee resistance. Thus building change competency into your company. 

WHA services will set your company up for success. Creating a "Staff & Workforce" communication plan addressing the following elements:

• Key audiences
• Messages and timing
• Content packaging, and delivery methods
• Executive, mid-level, and employee presentations
• Automated communication systems

Our deliverables include the fully automated Whitehawk's software™ and its own analytical change management method. Enabling a smooth successful digital transformation.

Examples of our customized change management plans include:

Communication Plan

Sponsorship Roadmap

Resistance Management Plan

Coaching Plan

Training Plan

A change management strategy is a systematic plan to advocate new changes within the business. The strategy describes ways in which organizations can better handle changes without causing major losses. It prepares them mentally and physically to welcome change rather than oppose it.

There are several types of changes; however, a few significant changes are

• Developmental change
• Transitional change
• Transformational change

So, your organization has recently executed a change management strategy to make essential changes. But, was it successful? How to know?

Here's how:

• Performance of the team improves.
• Effective communication is seen which reduces misunderstanding and errors.

Change is an essential part of business. However, human beings' natural nature is to resist change. So, when external factors disrupt the business, your employee and all the people working with your organization lose their balance. A change management strategy protects your organization by helping you adopt the change successfully. Without a proper strategy in place, the transition can be disruptive, expensive in both time and resources.

There are several ways to measure changes. However, there are some common KPIs that majority companies use. They are user adoption, utilization, speed of adoption, perception surveys, user competency and behavior etc.

There are many things that can hinder organizational changes. Few of them are:

• Assuming that change is easy and everyone will adapt as time passes
• Insufficient resources and unreasonable deadlines
• Lack of change management leadership
• Lacking accountability
• Underestimating complexity of change