Leading Change
Change Management is the process of aligning an organisations people and culture with changes in strategy, structure and systems.
Churchill has found that our clients often focus on the technical aspects of an implementation while neglecting the softer side – ensuring people accept the change. Most issues that arise from major change implementations relate stem from failing to carefully consider their impact of change on all stakeholders but particularly employees.
Our approach to change management considers eight key dimensions. Although the application of these dimensions depends upon the specific project at hand, the objective is always the same - securing the engagement and commitment to change as it occurs and long after it has been implemented. The dimensions include:
Change Strategy: assess change readiness, select best change configuration and establish change governance.
Commitment: build teams, manage stakeholders and manage resistance.
People Performance: performance management and people practises.
Benefits: build business case, quantity benefits and sustain benefits.
Culture: Develop values, behaviours and mindset.
Organisation Design: reporting structure, roles and performance measures.
Change Vision: understand strategic vision, make vision comprehensive and operational, and communicate case for change.
Leadership: create leadership resolve, enhance leadership team working and build leadership change skills, team building and coaching.