Change Management

The demands on organisations to continually evolve to be more competitive, efficient, productive, cost effective, and customer focused is relentless. So why do some organisations succeed in transforming and other simply fail?

To actually achieve the desired improvement requires a continual process of change and a change management function that is embedded into the fabric of the organisation. Many firms are now realising transformational change is not an option but a requirement to not only compete and prosper but also to survive in current economic times.

Major change does not happen easily in an organisation. Why? Many barriers innately exist to challenge the change process. These include:

• Paralysing bureaucracy
• A low level of trust
• A lack of teamwork
• A lack of leadership in middle management
• Departmental politics
• General human fear of the unknown

Our Change Road Map program is designed to address the barriers that undermine most transformational efforts, resulting in reduced resistance and improved results.

The Right Group’s Change Road Map Process:

• Step 1: Generating a Sense of Urgency and Business Reason for the Change

  • Examining the market and competitive realities
  • Generating a greater urgency that the status quo needs to improve

• Step 2: Create a Guiding Team

  • A group of people with enough power and influence to lead the change.
  • A group of people that can work together as an effective team

• Step 3: Develop a Vision and Strategies to Direct the Change Effort

  • Develop a vision that will provide guidance in decision making
  • Develop strategies for achieving the Vision

• Step 4: Communicate the Vision and Strategies

  • Utilise a range of vehicles to continually communicate the new vision and strategies.
  • Keep the message simple and build it into everyday conversation.
  • Use the guiding team to lead by example.

• Step 5: Empower others to act through action

  • Ensure people, processes and systems are compatible with the vision – removing obstacles that block the process and undermine the change vision.
  • Encourage innovative ideas, non traditional activities and a level of risk taking to generate action.

• Step 6: Generating Short Term Wins

  • Create short term wins
  • Provide evidence of performance improvements
  • Visibly reward and recognize change agents to build morale and motivation

• Step 7: Consolidating Gains and Producing more Change

  • Use credibility of short term wins to tackle additional and larger change ie systems, structures, procedures that don’t fit the transformational vision
  • More help – additional people who are hired or promoted to implement the change vision.
  • Continual leadership from senior management to keep long term focus and sense of urgency.

• Step 8: Anchoring Change into the Culture

  • Articulate connections between new behaviours and organizational success to maintain motivation and momentum.
  • Anchor changed behaviour into the culture through teaching new group members, rewarding those who demonstrate behaviours and sanctioning those who do not.
  • Ensuring leadership development and succession plans are compatible with new practices
  • Continue to create better performance through better leadership and more effective management.

Our change management services are:

1. Change management programs
2. Readiness assessment
3. Coaching and manager training for change
4. Employee engagement for change
5. Effective communication
6. Resistance management