Change Management Consultation Services
Let’s manage change for you, so your business gets to the root of the opportunity and tastes the success flavor!
Whitehawk Associates
WHA - Your Helping Partner In Organizational Change Initiatives
Fast-paced competition, constant digital distribution, and changing work cultures indicate that every organization, small or large multinational, must be well-prepared for change and consider transformation a priority, not a mere necessity.
Change management efforts allow companies to reinvent themselves as new opportunities and challenges arise, leading to greater participation in—and earnest adoption of—critical transformation initiatives. This adaptability will enable businesses to hone their competitive advantage.
But for businesses, it’s hard to plan, execute, and handle change management precisely when undergoing a complete transformation. You can, however, defeat these odds by choosing WHA change management consulting services. We have helped 300+ companies with successful change management.
WHA’s provides a personalized approach to change management. Our change management program helps your organization reinvent itself according to challenges and opportunities. We unlock your true potential using intelligent tools and expertise.
Here’s how we help you gain competitive advantages:
- Align core activities around strategic initiatives
- Transform organizational performance and culture reinvention.
- Develop program management documentation and best practices for complex strategies.
- Establish proven methods and advise the stakeholders decision-makers
- Foster the correct behaviours toward the change
- Identifying and measuring financial and KPI accountability
Why Ongoing Transformation and Continuous Business Evolution Is The Key
Market disruption requires companies to transform and evolve to a competitive advantage continuously. However, evolution does not happen automatically. You need to make efforts to grow. There is an ever-growing need to plan structures that solve the current crisis and accommodate growth in later stages.
Know why change is good for organizations:
- Help you to retain a competitive edge
- Improves business opportunities, promotes innovation, and develops skills
- The economy and customer needs are changing, and a planned approach can make your business leverage the right opportunities.
- Innovations and new ideas can directly affect profitability.
WHA Change Management Service Expertise
Customized Change Management Plan Development
Employees and teams are often resistant to change. Many are unsure about what the future holds for them. Fortunately, you can keep them at ease by using a change management plan. WHA's change management development plan helps your organization implement and execute the change management process. We also help you in several other areas, including several elements: communication Plan, sponsorship Roadmap, Resistance Management Plan, Coaching Plan, and Training Plan.
Organizational Change Strategy Formulation
Essential human nature resists change. Regardless, it's a necessary part of the business. Hence, organizations need a change strategy to navigate through disruptions. WHA's organizational change strategy acts like a roadmap to guide the company from its current state to its future state. Our approach helps you prepare for disruptions and assure your people that change will bring positive outcomes to them and the organization.
Organizational Performance And Culture Transformation
Despite several trials, organizational performance keeps dropping if people and culture are the main factors. Thus, fostering a healthy culture can bring your organization a competitive advantage. WHAs holistic approach to culture transformations brings business value by building a culture of continuous learning. We take care of benchmarking organizational health, shifting culture to improve performance, and guiding you with change.
Program management documentation
Managing program documentation is essential in businesses, particularly finance, government, etc. However, the majority of organizations have scattered documentation management. WHA helps you document your change management precisely through a strategic approach. We also share well-documented transformation plans established by our experienced data analytics team, which allows you to rightly kick off activities required to multiply the effect of change even in the future for your organization.
Value-Driven Vision Development And Process Creation
A vision statement tells where companies want to be in the future, defines the purpose, provides a base for resource allocation, guides organizational change and culture, etc. WHA formulates a value-driven vision by considering a product, employee orientation, the primary market, customers, quality standards, etc. If you fail to translate your ambitions into results, we are here! Before initiating strategic management activities, we curate a winning data-driven vision for you.
Leadership and Talent Upskilling Skill Enhancement
One of the competitive advantages today is the ability to learn quickly. Leaders must adopt an always Transformational attitude to develop an always learning environment. WHA's experts help organizations as you compete on learning rate by designing upskilling strategies. This is achieved by transforming the current talent into a learning powerhouse or organizing a corporate academy from scratch.
Implement Successful Organizational Changes With WHA’s Change Management Strategy
WHA Change Management Process
Determine whether the organization is ready for change
Connect with stack-holders for Vision Development
Foster Change Leadership
Develop a change management process and communicate the plan
Leverage proven tools and templates for change management
Upskill and guide employees to adopt new technology
Let’s Revisit Your
Structural
Change
Changing
Demographics
Changing Focus on Diversity, Inclusion, and Equity
Changes
in Technology
Change of
Government
Product
Changes
Mergers and
Acquisitions
Industries For Which We Have Successfully Formulated Business Process Implementation and Optimization
Change is long-term. Let WHA help you handle long-term organizational change.
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FAQs
Change is a massive part of every company and is how businesses grow and evolve to be more successful. It is important for those who put in place these changes to move the process along smoothly.
Change management is an umbrella term. This defines how an organization implements change. Most change management focuses on how employees adapt to a new way of doing things. Whether the change is simple or complex. The main aim is to ensure that it moves the organization closer to its goals.
Change management can apply to many different aspects of change within an organization or company. Some might include altering business processes, budgeting, resource usage, and operational tactics. Ones used in your company’s everyday affairs. Such as promoting and training an employee to take on a larger role within the organization.
- 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.
- REASONS behind the change
- RISKS involved in the change
- RESOURCES required to deliver the change
- RAISING the change request?
- RETURN required from the change
- RESPONSIBILITY for creating and implementing the change?
- 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.
- The Goals. Understand your company's goals. Analyze who the project will affect; the customer or the company?
- The workforce. Your workforce is your most important asset. So, before you begin, assess your highly valued workforce.
- The What. Decide on which members of staff will work on what areas of the project.
- 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.
- 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
Testimonials
Mr. Peter Bracher was this silent but potent source of energy and thought leadership for the Reliance Fresh Team. His practical and sustainable solutions to retailing issues in India were looked upon by each and every one. Mr. Peter Bracher has a special way of making things look simple and enjoyable. His people management skills are exceptional. I enjoyed every bit of interaction with him and learned a lot in exchange. His ability to understand and adapt to different cultures is commendable.
Rohit Anand
Mr. Peter Bracher is one of the most creative and intelligent men I have ever worked with. He has great insight, extraordinary stamina, and a wry sense of humor that makes working with him a real pleasure. He also delivers the goods in every sense.
David Edwards MCIEH
Mr. Mike Carter is talented, results driven leader. He clearly understands the connection between obtaining business goals and the absolute importance of having the right people. Mr. Mike Carter has been responsible for large and small businesses throughout the US. He consistently produced strong financials, developed high performing teams and created positive working environments. I would strongly recommend Mr. Mike for any senior leadership role.
Tony VanValkenburg
Mr. Peter Bracher and I worked together at the launch phase of the Reliance Fresh operations. During my several interactions with Mr. Peter Bracher, I realized the vast knowledge that Mr. Peter Bracher has of the retail business and how very calm, self-confident, and controlled his approach was to the new business. Mr. Peter Bracher has this amazing capacity for treating and welcoming all potential contributions on their merits and without prejudice. He has a strong sense of objectives, with an outstanding ability to respond to people and to situations and to promote team spirit. I remember how quickly Mr. Peter Bracher adapted to Mumbai and with what ease he could grab a working knowledge of the local language and the traditions in this country. It is without a doubt that Mr. Peter Bracher is full of humility, painstaking, orderly, and conscientious with a huge capacity for follow-through and perfection.
Praveen Pasricha
“Mr. Bhavdeep Singh is an exemplary leader with an ability to do both Macro and Micro thinking. He has a diverse experience in consumer facing industries. His experience of these industries in the most developed markets has given him vision, financial understanding and strategic skills to transform the Indian market which is at the early stages of development in many of these industries currently. He is a leader with his feet firmly on ground despite having achieved so much. I wish him all the best.”
Ashish Chauhan
I had the pleasure of working with Mr. Bhavdeep Singh during the setting up of Reliance Retail in India - opening over 600 supermarkets in 14 states across India. Mr. Bhavdeep Singh is a skilled and passionate leader who has the ability to create loyal teams who will move mountains to achieve their objectives. Mr. Bhavdeep Singh has a very practical knowledge of retail and a natural ability to grasp financial data; which combined with his boundless energy and leadership skills makes him an ideal head for any business with ambitious international growth plans..
Mr. Peter Bracher
Mr. Bhavdeep Singh is a leader with enormous intensity, dedication, and passion. He is a tremendous team builder and a rock-solid anchor who can make his team stay goal focused and accomplish seemingly impossible goals. A Guru par excellence, he is a great mentor, guide, and has mentored several leaders. I find him to be extremely transparent, trustworthy, and a great human being.
Chetan Agarwal
Michael is an excellent strategist. He developed and implemented plans to open 18 big box grocery stores within a 12-month period. As a member of the team that accomplished this task, I can attest to Mr. Mike's leadership skills in providing great direction so that the process was both effective and efficient. The stores all opened on time, were complete, and ready for business. I would recommend Michael as a key component to any group that wants to be successful in creating a multi-store strategic plan.
Amy Schwanke
I took Dr. Carter's Strategic Management course my senior year, and it has been my favorite class to date. I have never met a professor who cares so much for her students. Her class was challenging, and she always demanded creative and intellectual work. The concepts and values I learned in Dr. Carter's class will continue to be applicable and useful in my career. Her passion for management and people are inspiring. I highly recommend Dr. Carter as a professor, leader and mentor.
Kelsey Bagwell
Mr. Mike Carter is one of the most knowledgeable supermarket executives in the industry. In addition to his significant base of experience, he is also an outstanding manager of people. He is innovative and has a rare combination of vision with the ability to consider the practical aspects for implementation. He was a pleasure to work with at A&P and also HEB..
Victor Alessandro
“Mr. Bhavdeep Singh is a highly proficient leader with a truly global perspective and business acumen. Mr. Bhavdeep’s broad range of business skills and knowledge of different market segments was demonstrated during a recent collaborative health care project. He is a gifted international executive and a pleasure to work with.”
Rob Barrow
I had the pleasure of working with Mr. Peter Bracher for most of my two years with Reliance Retail in India. He brought a wealth of diverse retail backgrounds to the head of operations. In a start-up organization nothing ever goes smoothly, and requires an ever positive attitude and the ability to course correct very quickly - Mr. Peter excelled in this environment. A strong leader capable of heading any organization.
Rick Boozell
I have had the distinct pleasure of working with Mr. Bhavdeep Singh in the unparalleled business transformation of the A&P company. Mr. Bhavdeep Singh is a true champion of positive change and quickly engaged his organization and other parts of the enterprise in the launch of an aggressive customer-centric strategy involving the execution of organization redesign, values-based culture shift, and a behavioral philosophy of customer service at the leadership level - one that he already embodied. Mr. Bhavdeep Singh clearly "walks the talk" and is considered by all those who work with him to be a transformational leader.
Celeste A. Coruzzi, Ph.D. Managing Director and Practice Leader at Pearl Meyer