Organisational Change Enablement

Adastra ConsultingImplementation And Organisational Change Management

Implementation And Enabling Change

Don’t settle for less than full implementation

Organisational change management can be a daunting task for any business. In fact, research studies* suggest that up to 60% of change efforts end in failure. So, why do companies struggle to execute on their change agenda It often involves drastically adjusting not only what people do, but also how they do it. Lasting change gets to the heart of why people do the things they do for an organisation. Add on top of this the need to simultaneously modify these factors for an individual, team, department and company as a whole while maintaining high levels of productivity can seem impossible.

Although many organisations focus on better execution (meaning the projects get up and running within time, cost and scope), they still fail to get benefit realisation for their investment. Why? Because there is no behaviour change or the new driving behaviour change is not sustained. Launch or ‘Go Live’ is just the start! Even in well-run, people-focused organisations, there can still be the perspective that planning and executing an effective change management approach and plan requires additional time and money that’s not available. But, research studies have shown companies that ignore the impact changes have on their people end up with change-related issues that cost time and money.

Fortunately, when companies attempt to manage change when integrating executed changes into operations, a little improvement goes a long way. An effective change approach reverses the negative effects associated with the lack of user involvement, lack of executive sponsorship engagement, poor estimation in the planning phase and it increases the clarity of requirements and changes in scope. Still, however, investment in proper change management remains an afterthought for many executive teams. Moreover, even when a change management model is implemented, it is often under-budgeted and not completely followed through.

At Adastra, we empower clients by leveraging their strengths and resources while helping to navigate the grey areas, surfacing the hard questions and establishing the right dialogue to drive and sustain change. Success cannot be predicted; however, we believe that steps should be taken to ensure the strategic bets and trade-offs are clear, the plan is realistic and the organisation is poised to make the difficult decisions that drive value.

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1

Quantify the vision

Translate ambiguous hopes into specific expected outcomes.

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2

Plan

Layout, at the appropriate level, the work to be done to achieve that vision.

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3

ID Business Priorities & Goals

Weigh alternatives and make decisions regarding the best course of action.

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4

Prioritise & Establish Consensus

Differentiate between what must happen, what would be nice to have and what does not need to happen.

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5

Manage People

Create Change Plan Roadmap to ensure target operations is sufficiently defined, aligned and prepare to manage new environment.

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6

Manage Project

Develop structured program/project management processes to ensure the actual changes are executed and of high quality.

Organisational Capability & Readiness

A company’s processes, organisational structure, personnel and technology solutions collectively define how work is accomplished and the value is delivered. Before kicking off a major change process, an organisation should do some analysis of the target organisation ability to mitigate the primary change risks that may negatively impact on the change program later.

At Adastra, we help companies evaluate the areas that are critical to support their business transformation goals, including Program Sponsorship, Readiness for Change, Governance / PMO / COE Structures, Methods, Tools & Analytics, Training, Resources / Skills and Technology Platforms.

How we Work

CHANGE PROGRAM PLANNING

Project development and execution modelling for change program is necessary to create or, enhance the client’s delivery process with the purpose of shaping people engagement in the change process early on.  Project / Program / Portfolio Management is an organisational approach designed to help companies achieve business objectives by managing the complex web of concurrent, inter-related change projects at a program level.

We will work with you to establish a go-forward strategy and vision for the EPM/PMO based on what is appropriate for the organisation.

How we Work

Implement Change

Strategic Role-Based Consulting (Program and Project Management). We are flexible to take on the program and project manager positions on an as-needed basis to lead or manage portions of ongoing projects. Additionally, we also offer teaming arrangements with clients whereby Adastra can augments a client’s PMO project management resource base to provide interim PM support as needed based on capacity or speciality skill requirements.

 

How we Work

Change Plan

It may be tempting for leaders to assume that if they are good at execution their change initiatives will be successful. However, when such a seemingly perfect plan fails, in most situations, the dominant cause of failure is a lack of investment on the people side.

We will help you design and implement an appropriate change governance model to include Change readiness/impact assessment, Change advocacy and sponsorship, Operational Alignment, Communications & Resistance Management and Training. Creating a practical transformation roadmap to ensure the target operations is sufficiently defined, aligned and prepared to manage the new environment and execute new business processes.

How we Work

Program/Project Assurance

Implement a balanced scorecard linking intended business outcomes with results and act on gaps. These reviews help identify areas that may need corrective or, additional attention during and post project implementation.

We help you audit and track risk management, quality, benefits realisation and stakeholder engagement when implementing the change requirement and after to follow through managing change until benefits have been realised.

How we Work