Change Management

When we are no longer able to change a situation, we are challenged to change ourselves.

Viktor Frankl

Working with Organisations

During my years working in organisations, I have noticed that there is much confusion about what change management is and leaders often are unable to identify what they need from a change management practitioner.
Here are few key principles that explain change management .

What is Change Management?

Culture

A process that begins with and considers an organisation’s current culture, rituals, structure and processes.

Awareness

A process that equips leaders and individuals to understand their feelings, build empathy and self-supports to engage wholeheartedly with the change process.

Fluid

A fluid process that must remain relevant in the face of changing conditions, whilst not compromising on good people-change principles.

Planning

A planned process that addresses how to best support individuals and groups with the behaviours and emotions evoked while undergoing change.

Process

Lays out a clear, succinct process about how new behaviours and skills will engage people in a meaningful way with the proposed change.

Psychological Safety

A method to identify and support what is stirred up in peoples’ internal world e.g. worry, fear, confusion.

So why is this so important ?

Without a balanced change management process and supportive practices, the risk to productivity, employee harmony, profitability and reputation is high. From an employee perspective, failed implementations, decreases confidence in their organisation’s leaders and the result is a loss of faith in the organisation’s stated goals.

Getting the right change management practitioners to guide your organisation is key. Here are some good principles to keep in mind.

Find more resources here

A competent change management practitioner :

Balanced skill set

have a mix of strategic skills and expertise to work with the psychologically factors that are evoked by a change process

Ethically Informed

have relevant form of psychology qualification (e.g. behavioural or psychodynamic skills) to work with individuals ethically and responsibly;

Committed

is able to establish a working alliance with their clients that is honest, courageous and transparent, even in difficult times

People focus

focuses on people issue evoked by the proposed changes, rather than be distracted by writing communications or organising training

Contract

contracts with their client in a clear and transparent way that supports and holds the integrity of their role

System Cultural

have suitable skills to analyse an organisation's culture and know how cultural factors impact proposed changes

Consulting to organisations -as a strategic change management consultant across diverse industries with a focus on integrating people, technology and processes across a broad range of projects and stakeholders.

Coaching and supervision - I offer unique support program for change management practitioners that focuses on holding good boundaries, improving self-care and understanding the relational dilemmas evoked in our change roles.