Our Approach
Our approach to change management ensures the organization is aligned to your strategic business goals.  

The heart of our approach is an organizational alignment plan that addresses the five key areas of attention needed to bring your organization to where you want it to be.

• Stakeholder Management
• Communications and involvement
• Assessment of job impacts
• The organisational infrastructure
• Learning and development

Disclaimer: Examples are provided for illustrative purposes only.  No warranties are made concerning their fitness of purpose.

Stakeholder Management
Stakeholder management ensures key internal and external support for the project is maximized. Stakeholder attitudes and expectations are be monitored using tools such as the IRASCI template, and the management activities altered as required. 

Communications & Involvement
A communications plan defines the key audiences, messages, channels and frequency of formal communications, and provides a framework for informal communication. This is directed to building awareness and support for the project through consultation and involvement.

Job Impact Assessment
Based on the Business Impact Assessment (Stage 3) and Change Readiness Assessment (Stage 4), a Job Impact Assessment is prepared to identify new job families and skill requirements. In partnership with the internal Human Resources team, new position descriptions and personal development plans are developed.

We believe in a process focus for job assessment, and you have access to our library of generic business processes such as this example of a manufacturing and distribution organization.

Organizational Infrastructure
As a result of the Business Impact Assessment (Stage 3) and Job Impact Assessment, it may be desirable to transition to a new organizational structure. This may be organization chart realignment, or it may also involve deeper organizational change to develop new internal communication and power relationships.

Our method supports major Business Excellence frameworks.

Learning & Development
A Learning and Development plan defines the learning objectives and materials required. If workarounds are required as system functionality is not available, these are defined and documented.

The materials (Learning Brief, Learner Notes, Assessment, Feedback) are developed to support the new business processes and objectives.