Agility and Flexibility is mantra of today’s world – Whether you are a business or individual. Given the nature of unprecedented opportunities and threats, Organisations are constantly evolving. However, the success factor to achieve Agility and Flexibility depends on how organisations carry people through the change and transformation journey. Research indicates that three-fourth of change programmes fail to meet the expectations due to employee resistance and lack of clarity and leadership support.
In order to achieve the return on investment in a sustainable way, organisations need to embrace and spread change through authentic leadership. Change programmes can be fickle at times so identifying the type of change is very important.
Type of Change Programmes
- Process change: These programs focus on altering how things get done within a firm. Examples include re-engineering a process or introducing a new technology.
- Cost-cutting change: These programs focus on the elimination of nonessential activities or on other methods for squeezing costs out of operations—for example, outsourcing; partnering; creating industry alliances; or negotiating long term vendor contracts.
- Strategic purpose change: These initiatives attempt to reinvent an organization by changing its strategic intent, core purpose, or mission. Examples include shifting from selling individual products to selling complete solutions that add value for the customer or expanding from local to global markets.
- Structural & Cultural change: These programs attempt to reconfigure the organization in order to achieve greater overall performance. This can potentially include company’s operating values, norms of behavior, and the relationship between its management and employees. Shifting from command-and-control to participative management etc.
Whatever the type or combination of change programme, our consultants bring in strong expertise in leading change in a collaborative fashion and have advised C-level executives to plan and implement successful change programmes globally. Typically, we have helped our clients in the following areas, although this is not the exhaustive list as we understand one hat does not fit all.
- Stakeholder Management – Step 1: Identify, assess, map all the stakeholder associated for introducing and implementing change. Step 2: Plan and pro-actively manage stakeholder along with strong communication plan
- Communications – Right mix of communication style using suitable channels to ensure the right messages reach the target audience at the right time.
- Change Readiness – Assessing change readiness of the organisation; Develop the vision and business case; Create the change & benefits realisation plan and organise the change teams.
- Organisational Design – Assessment of “as-is” operational process, formulate “to-be” target state and alignment of all projects to achieve the future target operating model.
Benefits of Strong Change Management Practice
- Increased adoption of change programmes
- Reduced organisational friction for implementing change programmes
- Reduced organisational risk hence better return on investments