Change Management

How is change handled in your organization?

Change is a part of life and a part of business, and, in general, it is not always an easy process. We have found that change happens best when it does not happen by chance; change must be carefully managed.

There are specific approaches and action steps that an organization can take to minimize negative consequences of change and maximize positive outcomes of the process. In order to lead a successful change process, it is essential to thoroughly plan the change itself, to carefully manage the change, and to strategically communicate information about the change throughout the process.

Leaders often are left feeling frustrated and challenged by the slow pace of change because they routinely focus on the “organizational” side of change – the numbers, the business, and the strategies. What they routinely ignore, or merely pay lip-service to, is the “people” side of change. But focusing on the people side of change is what makes change effective, what makes change easier, and what makes change stick. This is our Effective Change model.

Based on the Effective Change model, we offer Change Management consultations, training, and coaching that supports leaders in more effectively guiding and supporting their staff and their organization through change.

Possible consulting and coaching focus areas
Our Change Management consulting and coaching work is tailored to the needs of our clients. These projects can include:

• Change vision and strategy development
• Communications planning
• Change readiness assessment
• Interviews and focus groups
• Leadership alignment around change
• Preparing staff for change
• Executive coaching to prepare for, manage through, and lead after change
• Team or group coaching during change
• Coaching “survivors” of change

Possible training program components
Our change management programs are tailored to the needs of our clients. Program options can include:

Program duration: 1- 3 sessions (half-day or full-day)

Target audiences:

• All staff
• Executive staff
• Organizational leaders and managers
• Change initiative project teams

Program component options include:

1. Topics selected and customized to the specifics of an organization and/or target audience.
2. Indoor and outdoor experiential exercises, when and where appropriate.
3. Group coaching or related individual coaching
4. Customized case studies that highlight the issues covered during sessions.
5. Feedback and behavioral assessments, with related training and consultation, selected from the following menu of choices such as:

• Coping and Stress Profile® – discovers individual stress levels in four life areas and outlines coping strategies for greater personal and professional satisfaction.
• DiSC® or Myers-Briggs Type Indicator– provides personalized feedback on preferred behavior approaches and insight into the behavior of others.
• Hogan Leadership Challenge Report – offers insights into behavior that could undermine or inhibit individual’s effectiveness as a leader by highlighting eleven behavioral strengths that can become counterproductive when individuals are reacting under stress.
• Managing Change questionnaire – offers insight about common myths and theories around change and suggests different ways of approaching change more successfully.
• Time Mastery Profile® – looks at individual effectiveness in 12 critical areas to help improve productivity.
• Work Expectations Profile– explores 10 key expectations of work that drive attitude, thought, feelings, and behaviors.