Change Managers acutely understand the intersection of your business and your stakeholders. Through training and communications, we ensure that your employees, partners and customers are willing and prepared to realize the benefits of your changing business. Below is an excerpt from Mind Tool’s website defining Change Management and the Change Manager:
“Change management is a structured approach for ensuring that changes are thoroughly and smoothly
implemented, and that the lasting benefits of change are achieved.
The focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the current situation to the new one. The change in question could range from a simple process change, to major changes in policy or strategy needed if the organization is to achieve its potential.
As well as considering the tangible impacts of change… [Change Managers] consider the personal impact on those affected, and their journey towards working and behaving in new ways to support the change.”
Strategy and Transformation: Change Managers work with BAs and client leadership to analyze how your strategy will impact your relationship with your customers, partners, and employees. We map your stakeholder groups against your strategy and design the organizational structure required to achieve the desired ROI.
Requirements Definition: Change managers analyze the business requirements and impacted stakeholder groups to begin to visualize the scope of change.
Project Implementation: Change managers analyze all impacted stakeholders to clearly define the roles, responsibilities and interactions of your future business. We document the impact of your projected changes and develop the means through which impacted individuals will welcome the change (e.g. training, communications, etc.).
Critical Thinking: Change managers are responsible for leading the organization through change. We must understand the impact of change, approach the change from the position of all stakeholders, and determine the best method to successfully transition all parties.
Communication: Change managers design and deliver communication to all end users, from employees to service partners and customers. We must communicate information according to each audience to drive maximum understanding and drive positive acceptance.
Trust-building: Change managers ensure all parties are ready to embrace change. We must gain the trust of each audience to
ensure they communicate hesitancies and are comfortable with their changing roles and interactions.
Organization: As the project moves from ideation to go-live, Change managers must understand the intricacies of each stakeholder group, the impact to their role, and their preferred method of communication. We must organize and deliver a multi-threaded training and communication plan to meet the needs of all groups.