CHANGE MANAGEMENT
CONSULTING
Enable transformational change in ways that make your employees part of the solution.
Organizational transformation is individual behaviour change at scale. A people-centered, inclusive approach starts with deep listening to understand the "why" of the change, who the change is impacting and how it affects each team.
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As your executive coach, my goal is to transform how your organization engages leaders and employees. I aim to help encourage your people to think and act differently while getting everybody excited about the change. Together we will amplify what’s working today, uncover potential barriers to change, and illuminate the future state vision in a way that aligns, engages, and motivates people to own the change. I work alongside you at every stage of the change, from strategy and leadership to the day-to-day details of the communications and engagement efforts to support the change.
SUPPORT FOR EVERY STAGE OF CHANGE
PLANNING
First, we work together to establish the scope and nature of change - are we changing people, process, technology or all three? Define a compelling future state that aligns with your required business outcomes,
budget and change maturity.​​
IMPLEMENTING
​Next, we put our plan into action by communicating in engaging ways and empowering your leaders to become change agents. Make sure everyone's voice is heard by creating forums for collaborative problem-solving & learning.​
SUSTAINING
Once we get used to the "new normal" we measure and monitor our change adoption metrics and continue to improve our processes. ​In this final phase, we involve both your teams and leadership in creating a new version of the future, together.
THE REWARDS OF A WELL-MANAGED CHANGE
MINIMIZED RISK AND DISRUPTION
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Transformation projects with limited support or direction will often experience limited results and severe wastage. Minimize the impact to your current business while the change is being introduced and adopted. Careful planning helps to ensure that the change process is started and managed by the right people at the right time.
MINIMIZED RISK AND DISRUPTION
​
Transformation projects with limited support or direction will often experience limited results and severe wastage. Minimize the impact to your current business while the change is being introduced and adopted. Careful planning helps to ensure that the change process is started and managed by the right people at the right time.
INCREASED TEAM PURPOSE
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The need for change management means an organization is going through change together, which can lead to a sense of shared purpose as everyone pitches to make the project a success. Change management benefits from involving employees in the team. Having a sense of team purpose can reduce friction and improve interpersonal relationships among those in your organization.
INCREASED TEAM PURPOSE
​
The need for change management means an organization is going through change together, leading to a sense of shared purpose as everyone pitches to make the project successful. Change management benefits from involving employees in the team. Having a sense of team purpose can reduce friction and improve interpersonal relationships among those in your organization.
ENHANCED COMMUNICATION
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Teams must be aware of each other’s roles and responsibilities for the sake of collaboration, and they must also have a clear process in place for making their needs understood. Employees will find the process much less painful with less stress and frustration over having to accommodate changes to well-entrenched practices.
ENHANCED COMMUNICATION
​
Teams must be aware of each other’s roles and responsibilities for the sake of collaboration, and they must also have a clear process in place for making their needs understood. Employees will find the process much less painful with less stress and frustration over having to accommodate changes to well-entrenched practices.
IMPROVED LEADERSHIP SKILLS
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Navigating change is an essential skill for all employees. Change management involves the development of leadership skills, which can help enrich the overall presence of managers and executives in the organization, giving them new tools to help with daily staff management. Support your team and help them develop the essential skills to navigate change.
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IMPROVED LEADERSHIP SKILLS
​
Navigating change is an essential skill for all employees. Change management involves the development of leadership skills, which can help enrich the overall presence of managers and executives in the organization, giving them new tools to help with daily staff management. Support your team and help them develop the essential skills to navigate change.
THE CHANGE MANAGEMENT PROCESS
01
ASSESS AND ALIGN
You don't have to spend months in "Discovery," collecting vast amounts of data before trying to make a change. Now is the time to identify your leaders and stakeholders, assess the scope of your project and understand the people, process and technology shifts required. My goal in this phase is to provide a clear unifying change management strategy linked to the desired business outcomes and future state vision as quickly as possible.
02
DESIGN WITH THE TEAM
We meet with your teams and departments and create a roadmap of what needs to be done by whom and what needs to be accomplished to achieve the future state. This structured approach will engage, manage and drive the initiative based on the organization’s change maturity & budget.​​​
03
DELIVER PROGRESS OVER PERFECTION
It's time to make new ideas safe to try. As the change progresses, we develop essential communication strategies to create safety, train teams and departments for the future, and keep stakeholders engaged and connected. During this critical time, we review key success metrics, drive accountability, celebrate success and learn from missteps.
04
MEASURE, SUSTAIN AND CELEBRATE!
When changes work, we scale them. As our new ways of working and change succeed, they scale and eventually become the de facto way of working for the organization. We test and improve processes in this stage, establishing continuous improvement metrics. This is also the time to structure HR practices to reinforce key behavioural changes and help leadership own the changes and acknowledge team contributions.
05
EVALUATE
The teams and stakeholders involved in the change will complete a feedback process to solidify learning and plan for future change management opportunities.
