Managing Change
We take a very pragmatic view of change management - this is reflected in our training. We run workshops that help managers to manage the changes they face better. By "better" we mean achieving the desired outcomes whilst minimising disruption - disruption to staff, operations and clients/customers.
Our work in this field has been varied. For some clients we have designed and delivered training, for others we have facilitated change workshops, for yet others we have designed and run programmes to ease the introduction of new and controversial work practices.
In both our consultancy and training we focus upon developing a structured approach to change covering the following aspects:
- Preparing the change
Scoping the change and developing a strategy in terms of - "this is what the change is about; this is why it is needed; and this is how we intend to progress". Basing this on a diagnosis to clearly identify the key issues and the most appropriate change strategy
- Involving People
How, when, and where to involve people. Using this to improve communications and understanding and get ideas and support.
- Organising & Planning the changes
Using approaches from project management to plan and organise the changes. To ensure that the changes happen but also to minimise any disruption.
- Managing people in change.
Organising and communicating to keep people on-board and minimise conflict and confusion. Also, handling people's reactions on a face-to-face basis.
Clients include: Crown Prosecution Service, HMSO, The Public Record Office, and MOD. To support such training, we have now developed our web-based Managing Change Toolkit which can be viewed in the e-learning guides section, and which can be tailored to a client's particular needs.
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