Change management can always have the potential to disrupt the way organisations operate, and the most successful outcomes often result not from the change itself, but how that is managed.
To ensure that a change item does not stand out as a problem area, IiE has worked with many organisations to achieve the best possible results of managing the change process, and utilises a range of business Tools and Approaches to meet the specific organisation’s needs.
Changes can filter down organisations and have impact upon teams and individuals, and it is important that these consequences are taken into consideration at the earliest possible stage when the change is being planned.
- Planning – this must be thorough and as far as possible in advance of the proposed change being introduced.
- Consultation – forcing change upon people is rarely well-received, and the proven approach to avoid a negative reaction is to include your people in the planning process to the fullest extent possible.
- Implementation – when change has been agreed, there must be an established process for its introduction, and the process must be understood by all people and areas affected.
- Analysis – when the change has been implemented there should be a period of assessment of the impact it has had, and evaluation of the results the change has produced.
- Review – if the change has been successful, then there is opportunity to see if the positive effects might be replicated elsewhere. If the outcomes have been unsuccessful, then the process must include a review of alternatives that could remedy the situation
Effective use of Process tools and Training of your people are areas of specialism within IiE. We can assist with Facilitation of the introduction of change to your organisation, and support the teams and individuals that are required to effect the improved operation and achievement of your objectives.