Very few business environments exist where change does not happen. It could be strategic change; new products or new markets in response to competition or opportunities identified. It could be change brought about by the acquisition of new technology; the opportunity to revolutionise process. It could be the structural changes necessary in a merger or acquisition.
In any change, people matter. People need to understand what is going to happen and why. They need to develop their skills to meet the new challenges and they need to have their fears and concerns about the future alleviated, not by over optimistic promises but by honest and open communication.
Change management is an integral part of our way of working. We understand that people will react differently depending upon their individual needs. We anticipate this in our planning, paying careful attention to the individuals’ need to have a level of control over their situation. It is important that we include the right people in the decision process at the right time, and that we communicate effectively with the people affected by the change.
The people plan is an integral part of any operational or project plan. We set realistic expectations, we develop accurate capability assessments. We identify gaps and take action to bridge them through, training, counselling and re-deployment. We deal with the people aspects of our assignments in a structured, collaborative and sympathetic manner, because we know that it is impossible to achieve major objectives without the hearts and minds of your people.