Change Management
“Slowness to change usually means fear of the new”
Philip CrosbyThe value of a successful transformation
Why time must be spent on management of change? If change is handled correclt any organisation will rapidly adapt to the new situation. A fast transformation is not an objective in itself – it is of course also the impact and the possibilities of realizing the advantages for the benefit of the organization.
Practical model for managing the transformation ensures success
Our starting point is that all organizations are different, and so are the employyes. Therefore, the process of change and the associated tool kit for change must be spacious. Our change model uses six simple proven principles that quickly and effectively provide a practical ptransformation lan that can be implemented with maximum effect.
What we do
Mobilising and Planning for Change
Thorough planning on the basis of stakeholder invovlerment increases the chances of a successful change. Together, we prepare direction and strategy for change, communication plan, organization of leadership and responsibility in the transformation and preparing detailed activity plans.
Support to Change Champions
Change Management will require the active and sometimes large involvement of the leaders and put their existing leadership skills to the test. We work together with the leaders individually and develop the skills to ensure the motivation and commitment of the employees affected.
Training
Our training in change management is based on the current issues and future change projects. In this way we can ensure that training sessions contains elements of daily life that can be combined with our toolbox.