We support companies in the management of change processes and can help to develop change management strategies which are suitable for a particular company both at the individual and organisational level.
Change management is a structured approach to transitioning individuals, teams and organisations from a current state to a desired future state. It includes both organisational change management processes and individual change management models, which together are used to manage the people side of change.
A number of models are available for understanding the transitioning of individuals through the phases of change management and for strengthening organisational development initiatives in both governmental and corporate sectors.
According to the ADKAR model, the general building blocks required for change to be realised successfully on an individual level are the following:
- Awareness – of why the change is needed
- Desire – to support and participate in the change
- Knowledge – of how to change
- Ability – to implement new skills and behaviors
- Reinforcement – to sustain the change
Organisational change management includes processes and tools for managing the people side of change at an organisational level. These tools include a structured approach that can be used to effectively transition groups or organisations through change. When combined with an understanding of individual change management, these tools provide a framework for managing the people side of change.
Organisational change management processes include techniques for creating a change management strategy (readiness assessments), engaging senior managers as change leaders (sponsorship), building awareness of the need for change (communications), developing skills and knowledge to support the change (education and training), helping employees move through the transition (coaching by managers and supervisors) and methods to sustain the change (measurement systems, rewards and reinforcement).