Change management ensures that all components of your organization are working toward the same end point — achieving your desired objective. Using a diagnostic approach, Workforce Management Strategies will help you identify the "hard" and "soft" factors of your organization and related dynamics that may be helping or hindering your efforts.
Hard factors are generally easier to define or identify and are directly influenced by management. Examples of these include strategy statements, organizational structure and reporting relationships, formal processes and IT systems.
Soft factors can be more difficult to describe, are less tangible and more likely to be influenced by history, tradition or culture. Soft elements can have equal or even greater impact as hard factors on the success of a change effort. Examples of these include leadership and communication styles, organization values and norms, and individual and team competencies and skill sets.
After determining which factors impact your particular situation, we will help create a change management plan to be implemented in tandem with the change itself. The result: each portion of your business plan is in alignment, mutually reinforced and momentum is built toward achieving your goals.
Change management is critical whenever you are:
- Implementing a new technology
- Restructuring or reorganizing
- Improving a critical organization process or procedure
- Aligning departments — people and processes — during a merger or acquisition
- Implementing a new vision and strategy
Change management can be as important to a project team as it is to a larger organizational change. While the scope of the areas affected will be smaller, the hard and soft factors will still impact the outcome.