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Change is inevitable. While the statement sounds somewhat trivial, it is a basic fact that changes keep happening, both in our daily lives and in our professional / business environment. In the latter, they may be triggered by technological developments, increasing competition in the marketplace, new legislation, or multiple other factors including social and political (just in the last 3 years we’ve seen lots of economic turbulence on global level, driven by the COVID pandemic and more recently Russian invasion in Ukraine).

In any case, business change is typically supposed to either address some problem or exploit an opportunity. This is achieved by designing, developing, and delivering a specific solution aimed at reaching the desired result – this may be an implementation of a tool leveraging latest developments in automation and AI; streamlining and optimising business processes; change in organisational structure; and others.

These days organisations know quite well how to implement such projects, but even with flawless execution on the technical side, the promised results (savings, optimisation, increase in efficiency, etc.) are often not delivered, or come with significant delay – impacting the expected return on investment. That is because the change is unfamiliar and raises anxiety and resistance; the new solutions take some getting used to; temporarily (or, even worse, continuously) the old habits and ways of workings prevail.

This is where Organisational Change Management (OCM) comes in to help. Often described as “guiding people through change”, OCM offers a set of tools and methods complementary to those used in Project Management to address the areas of adoption and resistance. Focusing on people side of change, OCM engages with individuals and groups directly or indirectly impacted by the change, in order to support their readiness to adopt the new ways of working. This is achieved by understanding the impact of change, identifying obstacles and gaps, and designing and driving specific actions needed to close any readiness gaps and boost adoption. OCM also emphasizes the need for continuous monitoring of the level of readiness – not only during the project execution, but also afterwards – to ensure ongoing use and realisation of benefits.

Our consultants will help guide your organisation through the change by applying proven OCM methods and tools, from identifying the specific impact of change, building the change roadmap including training, coaching and communications needs, to implementing these actions and monitoring organisation’s readiness and level of adoption. Working closely with project managers, solution architects, business leaders and key decision makers, we help you build an effective coalition for change, to meet project objectives and fully realize the organizational benefits.

Don’t hesitate and contact us to Make Your Business SMART