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 realization 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.
How Generation-e can help
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.
Change Management as a Service
Partner with Generation-e to deliver Change Management excellence ‘as a service’ – and achieve an exceptional level of change capability, resourcing and execution which puts your organisation ahead – and in control of costs
There is little debate of the need for effective Change Management. Instead the debate has moved to how best to source these capabilities. A partnership with Generation-e can deliver:
- A standing level of Change Management capability, which ensures the right resources and tools are always in place
- Scalable and flexible options to ramp-up and down the capabilities needed – especially helpful in volatile times
- Development of – and knowledge transfer to – internal client change resources
- Year-round tracking and management of change initiatives and background business-as-usual change, to ensure the change context is always understood
- More cost effective outcomes, ensuring that only the required level of Change Management capability is delivered
- Access to turn-key change management tools, methods and frameworks.
With the increasing acceptance of the central role of Change Management to strategy execution success, change management capability has become highly sought after. And with this comes a range of cost, risk and complexity challenges and questions, including:
- Do we create a change capability in-house or outsource to a trusted partner? Is there another way?
- Once consultants and contractors leave, who will manage the change and support ongoing?
- How do we retain a core of internal capability and knowledge to support change needs as they ramp-up?
- How do we make change strategic, and yet at the same time, cost effective?
- What is an effective ‘minimum’ change management capability model for the organisation?
How Generation-e Can Help
- Proven Expertise in Change Management - on both project and business-as-usual basis
- High Performance Tools, Methods and Resources – tailored for your needs
- Flexible Partnering Options – including secondment of the Generation-e team
- Relevant Commercial Models
- Turn-Key Tools, Methods and Frameworks
- Full-Service Delivery Options
- Capture and Management of Critical Knowledge Capital and Internal Processes
- Incredible Pace and Responsiveness.
Change Management Resourcing
Generation-e has arguably Australia’s most capable and potent Change Management resourcing capability. Leverage it for the success of your next major project
Utilizing an experienced change management resource partner takes the ambiguity and uncertainty out of searching for proven change management experts that will work seamlessly with your people through a change journey.
Benefits of working with Generation-e include:
- Verified candidate pool change resources
- In-house change management practitioners
- Focussed on technology change management
The Business Challenge
There is still a varied perception within many businesses of what Change Management actually means, how it should be handled, and how to resource it.
Debates rage on whether change management, project management and business analysis skills are interchangeable; whether change management is essential; and how best to resource it.
An experienced Change Management resourcing partner will assist you to find what you need, but defining what you need may become a challenge.
Other challenges to consider include:
- First, identifying you need a change manager and second, identifying what sort of change manager you need to enlist
- Identifying the type of change capability gap you have – strategic, analytical or delivery
- Short listing candidates from potentially hundreds of responses – especially when trying to directly source from advertising
- Interviewing candidates and identifying a correct fit for your initiative and organisation
- Knowing how you can tap into and navigate the market for change managers
- Understanding the tools and methodologies that change managers use and ensuring they are a fit for your organisation
- Understanding the scope for your change recruit – do they help you build an in-house capability or do their job and exit
- Lag times before change management capability is introduced on a project - lead times for onboarding change management capability can further setback milestone dates.
Change Management Strategy
A well-constructed Change Management strategy is an investment in the acceptance and adoption of change in your business
A well-developed Change Management strategy is essential to ensure those impacted by the change transition smoothly and efficiently to new behaviors, processes and tools. Change Management Strategy offers:
- A tailored approach to the change for your business culture
- Increased adoption and utilisation of the change
- Faster delivery of expected productivity gains
- Communication framework to stakeholders that is timely and effective
- Intelligently considered learning and performance support framework, which delivers on both efficacy and cost effectiveness
- Proactive anticipation and management of risks and issues
- Management of resistance to change.
Challenges businesses face today as a result of the increased pace and concurrency of change includes:
- Decreased employee satisfaction and motivation, resulting in unplanned attrition and lower engagement levels
- Competing priorities for change projects across departments
- Inadequate training of new policies, procedures, processes and tools
- Inadequate communication of change internally to employees
- Inadequate communication of change externally to shareholders, alliance partners and customers
- Lower levels of business case benefits realization for major projects, with resulting impacts on the credibility and confidence in the boards and executive teams which sponsor and manage them.