The worldâ€™s most successful organizations are also the most agile and adaptable. In todayâ€™s world, you must respond effectively to change or risk jeopardizing your organizationâ€™s performance and survivability. The primary causes of change are either external or internal to the organization. External change is driven by forces such as government regulation, rising costs, and increased competition. Internal change is driven by a business problem in need of a solution or the desire for continuous improvement.
Regardless of the root cause, in order for organizational change to be effective, it needs to stick and be sustainable. Organizations that can make changes faster, better, easier, and cheaper will have the competitive advantage. Rallying your organizationâ€™s workforce behind change can be a challenge. The most common obstacle to successful change is human resistance. Often peopleâ€™s first reaction to the prospect of using a new business application, reporting to a new manager, or doing their work in a new way is to resist it. Anticipating potential resistance, assessing its threat to your change, and figuring out how to reduce the resistance is what change management is all about.
We believe change management is integral to the success of any large program that touches a large number of employees. AFOES’s approach involves a systematic process of applying the knowledge, tools, and resources needed to effect change to the people who will be impacted by it. The objective is to deliver the required business solution successfully in an organized, planned way that manages the impact of change on the people involved. AFOES provides change management expertise in the following areas:
Change Assessment and Profiling
Assessment of the organizationâ€™s change capability; review of the organizationâ€™s change strengths; analysis of the organizationâ€™s change improvement opportunities; development of an initial baseline for the organizationâ€™s change capabilities.
Change Management Strategy
Definition of the purpose, scope, and the outcome of the change; agreement upon the processes, roles, and timeline for achieving the change; articulation of the change goals; development of a change management strategy.
Change Program Implementation
Identification of the change program milestones; development of a work breakdown structure and development of metrics; creation of a change management plan.
Strategic Communications and Outreach
Audience segmentation; assessment of stakeholdersâ€™ information needs; development of key messages; analysis of communications channels; development of a communications plan, metrics, and feedback mechanisms; creation of communications products; deployment of messages.
Change Coaching and Workshops
Experienced change coaches equip the client leadership, change agents, and members of the program team with the knowledge, tools, tactics required to ensure the team is setup for a successful change.
Stakeholder Relationship Management
The identification, analysis, and proactive engagement of the organizationâ€™s s key stakeholders toward the achievement of the organizationâ€™s change management objectives.
For more information, please get in touch with us.
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