Change Management

The Business Challenge

It’s a truism that “constant change is the new normal”, yet organisations of all sizes and in all industries continue to experience unnecessary organisational resistance, benefits delays, project failures and friction when implementing change of almost all kinds.

Why? – when the literature is so clear on the benefits of applying Organisational Change Management ?  The answer varies – from a lack of internal change capability, to a lack of senior management sponsorship, to a lack of consistency over time.

In some organisations, change management is been seen as a ‘hygiene factor’ – something which needs to be done to be ‘compliant’ with internal methodologies or HR initiatives – or worse, as something ‘soft and fluffy’ whose efficacy and benefit to the organisation is hard to measure.

There are at least two compelling, measurable, commercial reasons to invest in organisational change management capability:

1. It can significantly mitigate the risks inherent in a major transformation program.

2. It can significantly accelerate the pace of benefits realisation of the transformation program.

 

Managing change effectively is not just a corporate “good” – it makes very astute commercial sense

While there are many good reasons for applying organisational change management, there are at least two compelling, measurable, commercial reasons to invest in organisational change management capability:

  1. It can significantly mitigate the risks inherent in a major transformation program
  2. It can significantly accelerate the pace of benefits realisation of the transformation program

For these reasons, change management should be viewed as a strategic, commercial investment to reduce the risk of failure and increase benefits delivery achievement.

Beyond these clear commercial imperatives, change management can also serve as a major element of ‘social capital’ to the business – increasing organisational resilience, reducing friction, building organisational capacity and internal trust, and significantly easing the task of future change initiatives.

 

How Catalyste Can Help

Catalyste has developed a Change Management Framework which unites the many diverse requirements of an integrated change management model, and provides a basis for repeatable application across the organisation.

In our experience, the greatest gains possible with organisational change management come predominately from a focus on what Catalyste calls “Leading Change” and “Owning Change” – developing effective change leadership behaviours at all levels; and developing demand for – and ownership of – the change amongst those most impacted by it.

Catalyste helps our clients:

  • Understand the organisational change management needs of their business and their projects, through focused diagnostic activities across organisational strategy and organisational change management domains
  • Plan and execute organisational change management, from project jump-starts to whole-of-lifecycle change management project delivery
  • Build change capability and maturity, leveraging our Change Management Framework and toolsets to help organisations develop their own internal change capabilities
  • Resource critical change management roles, from specialist consultants to flexible teams of change specialists, and internal change management leads.

 

Our Change Management Practice

Our Change Management practice supports clients with our comprehensive Organisational Change Management Framework and associated toolsets.

We also specialise in helping clients with project and program driven Change Management – developing project Change Management frameworks, performing organisational and change diagnostics, and providing specialist Change Management capability – from individual practitioners through to entire teams.