Change Management
Change management entails thoughtful planning and sensitive implementation, and above all, consultation with, and involvement of, the people affected by the changes. If you force change on people normally problems arise. Change must be realistic, achievable and measurable. These aspects are especially relevant to managing personal change.
By engaging Routledge Blakey Associates Ltd to chart their course through the management of change, clients ensure that the common pitfalls are avoided, and that change becomes precisely what it should be – a move towards the achievement of corporate goals – rather than a destructive, negative process.
Before starting organizational change, RBA will ensure that your aims and objectives are clearly understood. You will ask yourself: What do we want to achieve from this change, why, and how will we know that the change has been achieved? Who is affected by this change, and how will staff react to it? How much of this change can we achieve ourselves, and what parts of the change do we need help with? These aspects also relate strongly to the management of personal as well as organizational change.
The RBA approach – which is based on a history of success, allied to established best practice and the most robust theory – ensures that change is understood and managed in a way that people can cope effectively with.
For complex changes, we will help you to undertake a fully project managed process and ensure that you augment this with consultative communications to agree and gain support for the reasons for the change. Involving and informing people also creates opportunities for others to participate in planning and implementing the changes, which lightens your burden, spreads the organizational load, and creates a sense of ownership, employee engagement and understanding among the people affected.