Change: Moving together,
Change management drives the organization towards achieving the results of a new vision. Whether the prize is a new culture around safety, diversity, or integrity, or the introduction of new work processes or technology and tools, the organization is truly the collective response of individual choice. Mergers, acquisitions, alliances and partnerships are prime opportunities for careful change management consulting.
What is high performance change?
What does a higher performing change event look like?
- The organization’s behaviors embraces the new culture, work processes, or technologies, seeking understanding and looking for opportunities to help others to embrace the change. When problems with the new change occurs, employees respond with solutions and improvements rather than criticisms, resistance, and returning to old ways of working.
- Leaders seek continuous feedback and improvements as they offer honest and open feedback with the intent to continue the course balanced with the reality that problems will arise. When leaders resist change, employees will frequently following that lead to avoid repercussion, resulting in slow implementation, retraining, and a loss of credibility for leadership.
- The organization values the driving vision, resulting in added value as employees find other creative ways to apply the vision to other aspects of their work. When the organization drifts from the desired vision, employees retain old ways of thinking, undermining not only the specific changes desired by the organization, but can create a counter culture within the organization, adding a new negative complexity within the workforce.
The J D Cameron Group can help client organizations to properly set up a change event, gaining the critical input needed by leadership as they implement change. We will assess an organization’s readiness for change, their awareness for the need for change, their desire for making the change happen, and help the client organization through critical steps like communication, training, and monitoring of change events to ensure sustainability. Call or contact us today to learn more!
Most organizations engage in significant change every year, yet very few use a change process to ensure success. No wonder that almost 50 percent of change efforts require rework and never achieve their full benefits. Good change management practices engages the organization in the change process from the beginning, thus vastly improving buy-in and long term support for new technologies or processes.
Every client receives a customized plan of action based upon an initial evaluation of the organization and the desired change. We ensure that an appropriate leadership and employee empowerment culture exists to improve long term success. Because change management is a process rather than an event, we provide a variety of resources such as training, coaching, mentoring, facilitation, listening tours, and surveys, in support of the change process. We leverage the best change management processes, models, and theories, including Appreciative Inquiry, the ADKAR® model, Lewin’s Change Management Model, McKinsey 7-S Model, Kotter’s 8 Step Change Model, and Thaler’s Nudge Theory.
Click here to view a list of some tools we use.