The definition of change management varies from person to thought. That is because most individuals may only experience part of a complete change intervention. Meaning some change projects are just about people and behaviour, some relate to tools and technology, whilst transformation projects involve most change aspects.

Change management is the process by which an organization brings about change to a new or current process, tool, technology and/or behaviour. Change management is the collective term used to plan, realize, implement, sustain, and measure the organizational change.

Change is the only constant within any organization. Change is constantly impacted by a number of internal and external interventions including business partners, markets and technology. However, most change initiatives fail their intended outcomes. One report (Harvard Business Review) indicates up to 70% of all change initiatives fail to succeed, only 40% of front-line managers understand the actual change initiative and (McKinsey) reported 73% of employees experience moderate to high levels of stress during a change initiative.

The effects of not managing change effectively can be devastating, costly and long lasting. It is paramount that change is planned, realized, implemented, sustained and measured for a successful adoption to change.

Organizations change for a number of different reasons; these could be internal or external.

Crisis: Covid-19 is the most recent and dramatic example of a crisis which caused countless organizations to make unprecedented changes. Industries such as airlines, travel, hospitality were affected immensely.

New Technology: Identification of new technology and more efficient and economical methods to process execution.

identification of Opportunities: Opportunities identified that the organization needs to pursue in order to increase its competitiveness.

Internal & External Pressures: Internal pressures relate to employees that exert pressure for change when they feel misaligned with their managers, colleagues, business processes, technology or culture.

External pressures come from many domains, from customers, market competition, changing government legislations & regulations, shareholders, financial markets, nature & environment all contribute to organizational pressures.

Mergers & Acquisitions: Mergers and acquisitions create cross company stress, especially in areas negatively impacting employees when two or more organizations are merged and employees in dual functions face the possibility of redundancy.

Change is important for every organization, from a sole trader to corporate organizations. Without change, businesses would lose their competitive edge and fail to meet the ever-changing customer demands.

Here are some powerful reasons why business always need to be changing

* Customer needs are constantly evolving

* The changing global economy

* Change presents teams with new opportunities

* Challenging the status quo

* Managing a crisis into an opportunity

There is nothing worse than a business looking back and thinking

“what if we or should have?”.

Change is initiated by stepping back and looking at the organization from a strategic perspective and then planning for realignment and adjustments to determine how business should be done.

The goal is to understand where the business is today and where it should be after the change is implemented.

Below are some initiatives that will help you manage and implement your change.

* Set the right expectation for the change

* Get employees involved, help them understand the change

* Use the 5W's 1H “why, what, where, when, who & how”

* Focus change on entire organization, build the right strategy

* Create very specific interventions

* Build a change agent network

* Win hearts and minds

* Sponsorship & leadership buy-in

* Implement in bitesize chunks

* Story telling about other organizations and their change experience

* Communicate often, even if negative news

* Provide statistics on sustainability and measurability

* Implement change using the PRISM© methodology and LEAN OCM toolkit.

** Give us a call and let's plan your next change initiative.

It is always prudent to do as much homework as possible before embarking on a business change initiative.

* What is my [AS IS] and what is my [TO BE]?

* Do I have the knowledge to make this happen?

* What steps do I need to take?

* What is my change going to look like and who will it impact?

* How will I make my user community adopt this new ways of working?

* How will I know if what I have done is being followed correctly?

* Do I have the right backing and sponsorship?

* Is the project accurately funded?

* Do we have a strong case for the business change?

* How can I create a sense of urgency?

* Do we have the internal capacity, capability and toolset?

* Can I leverage help from an external organization to implement this?

* Will external consultants understand our business?

* Who will be part of our internal change agent network?

* Will workstreams release employees as potential change agents?

* What is my fall back?

** These are just some of the questions you should be aware of. Don't despair, our toolkit will help you along the way to ensure you get it right the first time.

** You may also consider purchasing support by the hour. Buy a block of support hours and utilize them as and when you require in 30 minute sessions.

Change must be managed and not shoehorned with a hope of success. Change initiatives should follow a unique and structured framework, governed by a set of roles and responsibilities and actioned by a unique set of tools and techniques. It is only through a well-armed team equipped with proven tools could a change project have a chance of success, otherwise most projects (73% fail) end up as a statistic.

Our toolkit is backed up by a structured framework and includes all the templates you’ll need to implement change within your organization. From preparing the organization and making them aware of the change, to setting the right expectation and building a brand. Templates like change log and mitigation planning provide interactive real time reporting through professionally created dashboards.

Ask one of our agents to provide a demo.

The Change toolkit is designed for

* All organizations and businesses looking to implement change.

* Certified change professionals.

* Change Agents.

* Professionals looking to start a career in change management.

* Anyone who is interested in managing change.

It is always prudent to do as much homework as possible before embarking on a business change initiative.

* What is my [AS IS] and what is my [TO BE]?

* Do I have the knowledge to make this happen?

* What steps do I need to take?

* What is my change going to look like and who will it impact?

* How will I make my user community adopt this new ways of working?

* How will I know if what I have done is being followed correctly?

* Do I have the right backing and sponsorship?

* Is the project accurately funded?

* Do we have a strong case for the business change?

* How can I create a sense of urgency?

* Do we have the internal capacity, capability and toolset?

* Can I leverage help from an external organization to implement this?

* Will external consultants understand our business?

* Who will be part of our internal change agent network?

* Will workstreams release employees as potential change agents?

* What is my fall back?

** These are just some of the questions you should be aware of. Don't despair, our toolkit will help you along the way to ensure you get it right the first time.

** You may also consider purchasing support by the hour. Buy a block of support hours and utilize them as and when you require in 30 minute sessions.

Our Guarantee

If you find a more comprehensive change management toolkit with the same quality and content or lower price, we will refund you the difference. No questions asked.

Better Quality

Improved efficiency, standardization and lessons learnt from certified change practitioners with years of consulting experience from respective business industries. Save Time

Defined framework and tools puts you in a strong position to tackle change and focus core efforts of managing resistance.

Free Toolkit Support

We provide support on our tool and where necessary will mentor you to ensure your project gets the help it needs.

Internal Standards

Create your own internal change competency within your organization and industry. Utilize the toolkit as a best practice rollout.

Personal Consultant

The toolkit is like having your personal change consultant on your change initiative. Don’t waste $200K on a consulting firm when a change toolkit is available for a fraction of the price.

Updates

Our partnership is second to none. We believe in building relations and not just business. We guarantee to provide free updates for your version as and when released. Time to time we will release new content that may be available online at no extra cost.

Using our change toolkit is a breeze. There are no technical pre-requisites. All content, templates, tools, tips and samples are created using Microsoft Office suite which make them very easy and simple to use.

Who can be part of the Change Mentorship Program

The mentorship program is ideally for those who are new to change management and need help and mentorship.

Is their a fixed duration for this mentorship program?

Unfortunately there is. Due to high demand and commitment we can only support 20 mentees every 3 months. As this is a free service to new purchasers of our toolkit, we express early registration to avoid disappointment.

** Let’s talk about mentoring