A Change Partner is an external resource that is able to able to provide guidance, coaching and hands on expertise in order to ensure your organization masters the People side of change without incurring the high cost of setting up a full time Change Management Office. Trying to add responsibility for People Change Management to senior leaders, project managers and front line managers who are already overloaded with their day to day responsibilities may lead to unintentional gaps that ultimately create delays, errors and lack of buy in that increase the risk of implementation failure.
A Change Partner brings the experience, knowledge, resources and toolkit needed to support people through change while your leaders and project managers take care of the technical aspects. A Change partner’s time is flexibile, providing more support on startup or when project loads increase and less once the capacity for change within your organization has increased. Unlike traditional training a Change Partner takes a coaching approach and provides modular training in short easy to understand sessions that are immediately followed by applying learning on the job.
Change partners work with you to find the right solution that suits your organization and leverages the resources you already have.
A Change Partner supports:
Senior Management and Project Sponsors
[raw]
[column size=”1/4″ wpautop=”true”]
[/column]
[column size=”3/4″ wpautop=”true”]
Your role as leader and change sponsor is critical to success, yet finding the time to focus on change with so many competing priorities for your time can be a challenge. A Change Partner will ensure that strategic and financial goals are not at risk.We work with you to identify the critical touch points of a change and make sure that resistance issues are resolved before the slow things down.Research shows that effective change sponsorship is the number one contributor to success. We work with you to develop the specific actions needed to meet your ROI objectives by driving the speed of adoption, utilization and proficiency of the business critical changes you are implementing.
[/column]
[/raw]
Project managers
[raw]
[column size=”1/4″ wpautop=”true”]
[/column]
[column size=”3/4″ wpautop=”true”]
As project manager you are ultimately responsible for the success of your project and use many resources to ensure that success. You have an extensive toolkit to manage the specific steps to implement the project – like a project charter, a business case and a work breakdown structure. Despite the best technical solution you can implement people issues often get in the way of meeting your objectives on time and on budget. A People Change Partner has the experience and toolkit to quickly resolve issues that arise and can catch most of them before they become a problem. Many people issues the impact projects actually do not relate to that project – they stem from concerns related to past projects, job security, personality type or group dynamics, areas that are out of scope for you yet can have a significant impact on your success. Partnering with a people change expert can increase the chance of your projects success by over 300 percent.
Services to Support Project Managers:
[/column]
[/raw]
Front Line Managers and Supervisors
[raw]
[column size=”1/4″ wpautop=”true”]
[/column]
[column size=”3/4″ wpautop=”true”]
As a Front Line Manager you may feel caught in the middle. You are getting messages from management and the project team encouraging you to get your group engaged in the new change and having to field complaints from your staff who are already busy, who are worried about what the new change means to them personally and who may have adopted a “been there done that” attitude. Your team could have valid concern about impact on themselves and on customers and depend on you to convey those to the project team but between their investment in the current system and everyone’s time pressure this can be difficult but you don’t want to let your team down. You are a critical part of the change’s success yet you may not have received much training in the people side of change. A People Change Partner will give you the coaching support and resources you need to help your direct reports be successful during change. We have tools to support you in communicating with employees, identifying and managing resistance, coaching in both group and individual settings and reinforcing changes to make them stick. We know that learning happens best on the job and that is the best way to learn change management too – while in the midst of a change – so you can apply new skills immediately.
Services to Support Front Line Managers
[/column]
[/raw]
Change management is the discipline that guides how we prepare, equip and support people to fully adopt and utilize new systems, approaches and tools. While all changes are unique and all individuals are unique there are actions we can take to influence people in their individual transitions. Influence happens at 3 levels – individual, project and organizational.
[raw]
[column size=”1/3″ wpautop=”true”]
Individual Resiliency
Individual change management requires understanding how people experience change and what they need to change successfully. It also requires knowing what will help people make a successful transition: what messages do people need to hear when and from whom, when the optimal time to teach someone a new skill is, how to coach people to demonstrate new behaviors, and what makes changes “stick” in someone’s work. Individual change management draws on disciplines like psychology and neuroscience to apply actionable frameworks to individual change.
[/column]
[column size=”1/3″ wpautop=”true”]
Project Implementation
Project change management acts at the project level to support the individuals who are directly impacted by a project. Project change management involves first identifying the groups and people who will need to change as the result of the project, and in what ways they will need to change. Project change management then involves creating a customized plan for ensuring impacted employees receive the awareness, leadership, coaching, and training they need in order to change successfully.
Change management is complementary to your project management. Project management ensures your project’s solution is designed, developed and delivered, while change management ensures your project’s solution is effectively embraced, adopted and used.
[/column]
[column size=”1/3″ wpautop=”true”]
Organizational Capability
Organizations are most effective when change management is embedded into roles, structures, processes, projects and leadership competencies. Change management processes are consistently and effectively applied to initiatives, leaders have the skills to guide their teams through change, and employees know what to ask for in order to be successful. Individuals embrace change more quickly and effectively, and organizations are able to respond quickly to market changes, embrace strategic initiatives, and adopt new technology more quickly and with less productivity impact. This capability does not happen by chance, however, and requires a strategic approach to embed change management across an organization.
[/column]
[/raw]
Recent Comments