Change Management Function

This function deals with developing a Strategic and Tactical Vision, An integrated Sustainable Change Management Plan. Ultimately, the goal of change is to improve the organization by altering how work is done. When you introduce a change to the organization, you are ultimately going to be impacting one or more of the following four parts of how the organization operates:
  • Processes.
  • Systems.
  • Organization structure.
  • Job roles.

While there are numerous approaches and tools that can be used to improve the organization, all of them ultimately prescribe adjustments to one or more of the four parts of the organization listed above. Change typically results as a reaction to specific problems or opportunities the organization is facing based on internal or external stimuli. While the notion of ‘becoming more competitive’ or ‘becoming closer to the customer’ or ‘becoming more efficient’ can be the motivation to change, at some point these goals must be transformed into the specific impacts on processes, systems, organization structures or job roles. This is the process of defining ‘the change’. This is implemented through one of the two following approaches:

People Change Plan: Helping people embrace, implement & sustain the change which includes Individual and/or Organizational change “THE HOW” by

  • Provide training and workshops.
  • Develop new reward and accountability structures.

Business Change Plan: Determining what needs to change; designing the change “THE WHAT” through:

  • Start with pilot programs.
  • Re-organize or change physical work layouts (If needed).