Manage Change process and the Transition from the AS IS to the TO BE
The Change process start by identifying a compelling reason to change and creating a shared desired to create a new, better future. Once that VISION of a better future is created the focus moves to the journey from here to there, from what we see to what to imagine, from what we fear to what we gaze with admiration, hope and enthusiasm.
Transitions refer to the period when organisations need to realize the shift from the status “as is” to the status “to be”, from the reality to the VISION, from the known to the unknown. What is it that would fuel people desires to realise that shift? That will keep them carrying on even when pain and casualties on the way? What will make them curious to learning and celebrate progress, modest as it may be? What would make them stick to change and look ahead instead of looking back or fearing the future? This is is what transitions are about.
The most promising and yet painful transitions happen in the context of:
- Mergers, acquisitions, split-ups
- Adoption of new technology (IT enabled business transformation)
- Adoption of a new service and business model
- Reorganisation and reengineering
- Adoption of new policies, instructions, legislation (compliance context)
- Handover – take over of services from the incumbent to the new service provider
Getting adequate change strategy advice is necessary but not sufficient in assuring success. Therefore, we often are trusted the Change Facilitator and Transition Manager role to help organizations, hands on in implementing transformation strategies and plans, and realize the transition from the “as is” to the “to be”.
The Transition manager role demands mature management competence and leadership skills that allow a professional to quickly take control of an unknown and often chaotic environment.
The change facilitator role requires excellent interpersonal skills unconditional love for human beings, trust on their potential. Mastering of change management becomes an art in practice and far from a list of certifications and techniques.
Our collaborators stand to such expectations. Read more …
We help you in three distinct areas of Change & Transition Management activities:
- Create organisational awareness on change – Change Communications
- Motivate organization in acquiring and applying new skills & competencies
- Mobilise the network of change agents, champions and sponsors
- Co-create change
- Design of the transition strategy – workshop facilitation
- Organisation development – assessments, structures & processes
- Knowledge acquisition – new competencies
- Navigation through the “turmoil of emotions”
|MANAGE THE PROCESS|
- Plan Change and Transition Phase activities
- Define meaningful Change Readiness criteria
- Coordinate Transition activities and the different parties involved
- Monitor progress, Evaluate Readiness to Operations