When to consider a change management initiative


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Change is part of life and something we need to adjust to at an ever-increasing rate. Such change can be difficult, especially in a complex company or organisation, and it can result in many problems if not managed properly. So how do you know when to call the professionals?

All companies face circumstances from time to time when things need to change. This could be as a result of either internal or external factors and affect many different stakeholder groups, from critical clients and prospects to staff relations. If these periods of change are not managed properly, they have the potential of causing irreparable damage to these relationships and by extension, company results.

Prevention is definitely the best cure when it comes to the impact of organisational change, and provides leadership with a wonderful opportunity to transform a potentially threatening change into an opportunity to build stronger relationships. But only if it is managed properly from the start.

Here is a list of 10 common scenarios that are best addressed by including an external change management consultancy at the early stages:

 
  1. Where a company has upsized (merger, acquisition) or restructured.
  2. Introducing a new product to the market.
  3. Technological change, where new systems or automation in processes have been introduced to employees, such as Enterprise Resource Planning, Customer Relationship Management or Contract Management Systems.
  4. Strategic change, where a company has relocated its offices or headquarters for competitive advantage.
  5. When an organisation implements new cost structures, or there is an organisation wide rebranding and change in marketing strategy.
  6. A change in leadership in the organisation, either new appointments with different leadership style or a restructuring of senior management.
  7. A change in the way suppliers or even customers interact with the organisation, such as introducing a web-based system.
  8. Introducing strategies that affect the organisational culture, such as a diversity management programme.
  9. Where there is an ‘unhealthy’ workforce, indicated by high absenteeism, demotivation, poor performance reviews and general lack of productivity within the organisation.
  10. Sub-par business performance, where a business has the resources at hand but performance is not measuring up to the expectation.

 

Any organisation facing problems or embarking on new initiatives would be well advised to include a change management exercise, in order to minimise any negative impact. If you would like further information or guidance with this, please make contact with us.

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