There is nothing as certain as change, yet businesses of all sizes continue to experience unnecessary organisational resistance, benefits delays, project failures and friction when implementing change of almost all kinds.
Why? – when the literature is so clear on the benefits of applying change management particularly to IT projects? The answer varies – from a lack of internal change capability, to a lack of senior management sponsorship, to a lack of consistency over time. In some businesses, change management is seen as something as something ‘soft and fluffy’ whose benefit to the organisation is hard to measure.
There are at least two compelling, measurable, commercial reasons to invest in change management capability:
■ It can significantly mitigate the risks inherent in a major transformation program.
■ It can significantly accelerate the pace of benefits realization of the transformation program.
Managing change effectively is not just a corporate “good” – it makes very commercial sense.
While there are many good reasons for change management, there are at least two measurable reasons to invest in a change management capability:
■ It can significantly mitigate the risks inherent in any transformation program
■ It can significantly accelerate the pace of benefits realisation of the program
For these reasons, change management should be viewed as a strategic, commercial investment to reduce the risk of failure and increase benefits delivery achievement.
Beyond these clear commercial imperatives, change management can also serve as a major element of ‘social capital’ to the business – increasing organisational resilience, reducing friction, building organisational capacity and internal trust, and significantly easing the task of future change initiatives.
Generation-e has developed a Change Management Framework which unites the many diverse requirements of an integrated change management model, and provides a basis for repeatable application across the organisation.
In our experience, the greatest gains possible with change management come predominately from a focus on what Generation-e calls “Leading Change” and “Owning Change” – developing effective change leadership behaviors at all levels; and developing demand for – and ownership of – the change amongst those most impacted by it.
Generation-e helps our clients:
■ Understand the change management needs of their projects to make them successful
■ Plan and execute change, from project jump-starts to whole-of-lifecycle change management project delivery
■ Resource critical change management roles
■ We only employ experts, and we work alongside you in blended teams
■ Generation-e clients get the right specialist resource for the job every time
Our Change Management practice supports clients both in project-driven and ‘business as usual’ change, underpinned by a comprehensive Change Management Framework and associated toolsets developed by Generation-e. We have experience developing internal change enablement capabilities for clients who are looking to develop sophisticated, yet effective internal change functions.
Take a world leading real estate company, add technology from a world leading software company and services from an award winning integrator and the outcome is a transformative business solution.
Generation-e is committed to driving positive change in organisations.
Want to find out more about how we can help transform your business?
Reach out to us today by filling in the form, or call us on 1300 553 088.