Change Management Series.
Register below.

The one thing that no business or organisation can avoid, is change.
Some people know how to manage change well, while some know bits of managing change, and many who know the concept but don’t know how to do it. That’s why it has been frequently said that 70% of change fails.

Advisory & Mentoring are proud to bring you a free series of managing change written by two of our subject experts – Cenred Harmsworth and Dr Jack Jacoby. We will bring you a new topic related to change every two weeks. If the issues raised in this series are relevant to you and you want to discuss how we might be able to assist you, please contact us to organise a conversation at [email protected].

What does success look like when change is managed well?

If you apply all the appropriate processes and techniques from this series, then success will look like the following:

• Your project, new system, new business initiative, strategy, or whatever the change outcome was will be implemented effectively and successfully.
• Your project, new system, new business initiative, strategy, or whatever the change outcome was will be implemented on time and on budget.
• Your people will feel they know why the change was required.
• The change will integrate effectively and efficiently with all parts of the organization and stakeholder environments that it’s meant to.
• All of your people will feel comfortable they were involved in the change journey and had plenty of opportunity to contribute and make any comments they felt were warranted. There is a feeling of a shared common purpose and desire for the change to happen.
• During the change program, everyone will know what they were meant to do.
• Everybody will be skilled and trained in using the new processes, as well as all the systems that were underpinning your change initiative.
• Consequently, people will feel supported, capable, and comfortable in accepting the new processes and systems, as well as any other components of the change initiative.
• They will feel part of it, as opposed to feeling like they are standing outside looking in.
• There will be ample and adequate documentation and induction processes for new people who join your organization. This will include information explaining what the change was all about and the benefits those changes delivered. Access to training material on the organization’s intranet (where available and practical) will be made easy, and its use will also be easy and effective (and monitored).
• People will be experiencing a more effective way of doing their work: a better way, a more efficient way, a more meaningful way—with more accurate information available to them.
• Risks will be managed well.
• There will be no rogue issues, or when they occur, they will be managed in a manner that would not impact the project’s objectives, budget, or time frames.
• Information about the change will be readily available and accessible by all who needed it.
• As a result of the change journey, your people will feel they contributed value. This will enhance their self-esteem, enhance their motivation, and will engender a more “respectful culture” within the organization.

If the issues raised in this series are relevant to you and you want to discuss how we might be able to assist you, please contact us to organise a conversation at [email protected].