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Change Leadership Consulting

Our consulting philosophy is driven by six key principles:

Lasting change must

come from within

We focus our energy on ensuring that your change leaders and project teams have the required skills, resources and support to enable change to be embraced and sustained within the organisation.

A Change Strategy

is critical for success

A coherent, comprehensive and integrated change strategy creates alignment and is an important reference point for the team. It includes an outline of the vision and objectives, the nature and impact of the change including likely stakeholder responses, and the strategy for driving the change and influencing stakeholders towards a successful outcome.

A benefits-led approach

enables a clear focus

on the end-game

We emphasise the need to articulate target outcomes and benefits from the outset of the program, clear ownership of benefits, and clear line of sight of the benefits throughout the program and beyond.

A Change Framework

enables a structured and

holistic approach

We have developed a comprehensive framework that provides a useful reference point, to ensure that all the key factors are considered to enable project success.

Flexibility and responsiveness

are critical for success

Large-scale change can be complex and difficult, and is often emergent or evolutionary, so we encourage change leaders and project teams to be sensitive and responsive to the changing dynamics of the program. We also emphasise the need for the Change Strategy and Change Framework to be adapted as the change unfolds.

It’s all about the people

In our experience, it is the effective engagement of people through an organisation that drives the success of any change program. We consider the full spectrum of people that touch the program; people that govern and lead the program, team members that implement the change, stakeholders that are impacted by the change, and those invaluable people that can influence and be advocates for the change.

Coaching and Mentoring

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Central to our consulting approach is a focus on the development, coaching and mentoring of your change leaders. In our experience, every program has its unique challenges, and every leader brings a different set of experiences and capabilities to the role. We work with our clients to tailor our coaching and mentoring support so that it’s focused on building internal capabilities in change leadership, and on delivering successful outcomes.

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Change leaders are pivotal to the success of a change program. Their role is likely to be multi-faceted, complex and challenging. As the face of the change program, they will need to be strong, resilient and influential, and will need to overcome resistance.

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We can provide consulting expertise, coaching and mentoring, tools and resources, to empower your leaders, and to provide the moral support and encouragement to sustain them through the life of the program.

Change Framework & Tools

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Our Change Framework enables a holistic, structured and disciplined approach to driving change.

VISION

BENEFITS

GOVERNANCE

UNDERSTAND

Nature of change

Impact of change

Stakeholders

PREPARE

Team & Resources

Change Strategy

Change Plan

EXECUTE

Organisation Change

Process Change

Technology Change

EMBED

Monitor

Refine

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COMMUNICATION

BENEFIT       REALISATION

MONITORING  &  ASSURANCE

In our experience, every organisation has its unique challenges and large-scale change can be messy and is often emergent or evolutionary. Therefore, we aim to tailor the framework to the needs of your organisation, and we advocate a flexible and responsive approach to leading change. We encourage your change leaders to adapt and fine-tune their approach to leading change as the change unfolds.

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We believe that the framing and governance oversight of the change program are critically important. This includes the articulation of a compelling vision, objectives and target benefits, combined with an effective governance structure, and assignment of high-calibre change leaders.

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The Change Preparation phase is focused on gathering information about the nature and impact of change, and understanding stakeholders including those directly impacted and also those people that may indirectly influence outcomes.

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The Change Execution phase includes the resourcing of the project team, and the planning and execution of the change strategy, including key project activities, stakeholder engagement and communications.

The Change Embedding phase includes the activities required to ensure that benefits are delivered and sustained beyond the end of the formal project execution phase. This recognises the fact that benefits often need to be measured well into the future and addresses the risk of changes not being sustained after the project closes.

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We aim to ensure that the change program is benefits led, which includes clear articulation of benefits from the outset of the program, clear ownership of benefits, measurement and visibility of benefits throughout the program and beyond.

Monitoring and Assurance

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We believe that effective monitoring and assurance are critically important in ensuring the success of a change program. Aside from providing confidence that the program is on track, the resulting feedback loop can enable a constant fine-tuning of the change strategy.

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We look at measures that go beyond the usual project management metrics of deliverables, costs and time frames.

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We aim to measure critical success factors such as:

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• Clarity of vision and the level of understanding and buy-in

• Effectiveness of the change program structure and governance

• Effectiveness of stakeholder management practices

• Level of stakeholder engagement, understanding and buy-in

• Clarity of benefits, and ownership and accountability of benefits

• Effectiveness of benefits measurement and tracking

• Quality of change execution – awareness, understanding and adoption of change