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Change

prosci
Workplace business fundamentals are – for the most part – unchanging except in the data derived from the organization’s model for success.

How people interact, innovate and conduct business does change. Change is both technical – preparing space for the people and strategic – preparing the people for the space. Based on Prosci’s ADKAR, ABC and SUP models we help our clients implement a successful value proposition to align these two aspects for a successful project. Change management is best begun at the inception of a project as every iteration is a change event rather than as an event that occurs after a physical project is ready for occupancy. Our change approach uses all 5 services and is not designed to be separated.

Change Approach

We work with our clients to prepare for change, manage change and reinforce the change by identifying the key players in the change process and guiding them through organizational transformation. We discuss employee engagement, communication planning, and space/furniture experiences. We develop a narrative, change schedule of activities and message map. The deliverable is a comprehensive roadmap covering significant aspects of the change process: communications plan, sponsor roadmap, coaching plan, resistance management plan and training plan.

Once we have completed the transition planning we establish with our client actual roles and responsibilities, identify potential challenges and establish a client specific change management action plan. We listen and then share back from our deep experience ways to move forward to a successful conclusion. Then we convene a coloration work session to role play, practice addressing potential objections and guide the team to become onsite trainers for their workforce.

Our experience has borne out the need for a story of change that does not go over the heads of the workforce and past their hearts is a critical success factor for any project. Human factors matter and we want to accelerate the speed of adoption, ultimate utilization and increase efficiency from the project standpoint. The change story/narrative is both an inside and outside message that resonates and simply supports the business imperatives.

This component develops timelines, communications all all levels, activities to support the change and events where the workforce can engage in better understanding what is coming. Some examples are email blasts, social media campaigns and printed collateral.

A series of clearly coordinated communications and events that will aid the workforce adjusting to the new work environment. In partnership we prepare and publish guides and protocols for the new workplace and provide logistical support during the move. We also recommend observations and post change assessments to gauge the success of the engagement and it’s implementation. We can then provide methods to maintain the success.