Change Management

S x A = R
S = Solution A = Acceptance R = Result.

In a VUCA (Volatile, Uncertain, Complex, and Ambiguous) world, to be an effective change manager you need to be skilled at both S & A.

For example, you are a team manager and want to drive a cultural change to get your employees to collaborate more.

On a scale of 1-10, with 1 being low and 10 being high you score yourself an 8 on solution. However, the teams ’acceptance is low because you just gave orders and didn’t involve them in the decision-making process you would get a 3 for A (Acceptance). The result is 8*3=24% effectiveness.

On the other hand, if you involve the team in discussing how they could be more collaborative, seek their ideas, build consensus and then move forward, you would probably get a 9 or 10 on Solution and Acceptance, and maybe a better idea from a team member. Therefore, the result would be 9×9 = 81% or higher on effectiveness.

Acceptance, and engagement for a change are built through involvement and sincere dialog.

How do you accelerate change? By developing the change management skills, tools and techniques to have a good discussion to ensure buy-in.

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What is Change Management ?
  • Practice facilitating change tools and techniques to build Acceptance for an Organizational change.
  • Creates a strong understanding of the different stages humans go through in change and how to help individuals make successful personal transitions from the old to the new state.
  • Explain ways to mitigate resistance and develop influencing strategies to overcome it.
Why is Change Management important for an Organization?
  • Research shows 60-70% organization change fails because of ineffective change management.
  • Change is inevitable but how we react to it and manage it is in our control. It makes an Organization very agile and hence fast to respond to changes in the external environment.
  • Manager’s need a Toolkit for how to manage change individually, in small teams and large organizational change.
Our Offerings
  • Transitions of Change
  • Attitudes towards Change & Positivity
  • Developing What's In It for me and for each Stakeholder
  • Leading Change and Skills needed
  • Communicating Plan for Change
  • Monitoring the Acceptance of change
  • Practice using Change Tools to have better dialogue and discussions
  • Navigating Office Politics when managing change
  • Steps in Driving Individual and Group Change
  • Overcoming resistance and creating influencing strategies
  • Ways to sustain the change
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