Countless books have been written on Change Management, various models and frameworks are promoted as the solution to leading change. However, theories are no substitute for practical experience. Sometimes, we overcomplicate things that really need not be sophisticated.

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There are two main reasons for failure in Change; lack of communication and forcing people to change. 

 

Change is a journey, people who have been doing things in a certain way for years need support to help them transition. They  only resist when there is ambiguity about the end goal, how we get there, the role each individual must play and when they are belittled even if unintentionally. Business degree qualified managers often cite Maslow's hierarchy of needs but when it comes to implementation, they forget that above all people run on being recognised as a person rather than a number on a spreadsheet. A top-down change is destined for failure, however, egos get in the way and we presume that everybody else must have the same understanding as us. 

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Here is what we do for our clients:

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- Design the Change strategy- how the change affects the organisation and functions. The best method of approaching the change.

- Engage people- address resistance, neutralise challenging stakeholders and show people the future.

- Coach Change leaders- allow people to step up and lead others into the new organisation. 

- Deliver  Change- define direction for delivering change through tried and tested methods. 

- Sustain Change- empower people to carry the baton, allowing them to tweak and address issues independently, after the management consultants have departed. 

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