Change Management
When it comes to the modern world, change is the only constant that can be counted on in the days, weeks, months, and years ahead.
Organizations and businesses may believe that they have the best plan for change. However, what are the best practices to ensure that the change becomes the new normal and a part of the culture?
That's where change management, as a discipline, enters the picture.
Change management, as a discipline, allows for a structured use of tools and best practices for leading the people side of change in any change initiative at an organization.
As a consultant, change management skills are prevalent in each engagement that I take on with a customer. Additionally, I work with firms that may have already worked on implementing a new plan - a new way forward - only to be stuck in neutral or, worse, neutral and crafted change plans to start effectively driving change and desired outcomes.
I have completed my change management certification through the Association for Talent Development (credentials are posted on my LinkedIn profile).
Below is a loose model of general change principles that are questioned and addressed in change management projects that I facilitate.
01
CHALLENGE THE STATUS QUO
What does the data tell you about your current state? What are the necessary strategies to begin change? At present, what is the state of your organization?
02
HARMONIZE LEADERSHIP
What are the qualities that are needed for your change leaders? What roles are needed for the change management initiative? Who is going to be on your team?
03
ENABLE COMMITMENT
How will the change journey look? What will the reaction be? How do you plan to manage any resistance that will be encountered?
04
CREATE, DESIGN, COMMUNICATE
What steps need to be taken to recognize and address both people and process issues? What will your total implementation plans look like? What are the change communication strategies that need to be executed? How will you assess the risk of the overall project?
05
GUIDE & LEAD IMPLEMENTATION
What roles are defined for your change agent? What will count as a quick win for your team, and how will quick wins be recognized? What will you do to build resilience for the team as a whole?
06
EVALUATE AND CODIFY CHANGE
What processes and systems do you have in place to evaluate the change initiative? How will the change be institutionalized and habitualized? What are the next actions?