ORGANISATIONAL CHANGE MANAGEMENT
“It is not the strongest of the species that survive, not the most intelligent, but the one most responsive to change”
- Charles Darwin
The Business Challenge
Australian Human Resources Institute (AHRI) recently highlighted HR Project failure usually means increased cost to implement, reduced quality of final outcome, time delays and often leaves a huge dent in morale. The good news is that they are all preventable – by leveraging tried and tested methodologies. The top five reasons why HR projects fail are:
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Lack of clear executive leadership. Lack of leadership can lead to a lack of vision and people quickly forget why they are working so hard in the first place.
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Skills of staff. The key skill that is usually lacking is project management. Many project management problems stem from inexperience, a common example is not breaking up the project into manageable pieces. Another key skill that is required for HR Project Managers is Change Management.
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Governance not set-up properly. If the governance hasn’t been agreed formally at the beginning, it is amazing how initial enthusiasm can disappear when the going gets tough. This comes from not agreeing up-front how decisions will be made during the project..
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Not managing stakeholders effectively. For most projects, you will need to persuade human beings to change how they do things. This is very difficult and will require diplomatic and sometimes innovative methods to succeed.
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Project complexity across multiple businesses and geographies. Complexity can be caused by working across different business units and geographies, each with potentially different drivers and cultures. To overcome potential problems, set up the project to gather all requirements, take time to understand your stakeholders and design your Governance to help resolve those tricky issues. Finally, use your sponsor to provide you with guidance where appropriate and watch out for barriers that are perceived rather than real.
The benefit to your organisation of well planned and managed Organisational Change Management is that changes are embraced, adopted and utilised effectively to increase individual and organisational performance. More specifically, the return on investment of organisational change management includes:
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Increase the speed of adoption of changes (decrease organisational performance dip)
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Increase the number of people who adopt change (decrease staff turnover rates)
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Maximise organisational by employing changes
Our Approach
COGiTATE’s approach to organisational change management services is characterised by the following key aspects:
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Early integration. Our experience, backed by global research and best practices, indicates that successful organisational change and projects require an integrated planning and implementation approach, with sound leadership, project and change management regardless of their size and complexity. At COGiTATE we offer change management consultants who are also qualified and experienced project managers, to integrate early into the Project Management Office.
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Comprehensive analysis. Our experience has shown that organisations and projects often fail to consider the real impacts of the changes they implement, subsequently they begin implementation with too many ‘blind spots’ and are often forced to rework and resource ‘fixes’ through the life of the project, resulting in increased cost and schedule delays. AT COGiTATE, we offer a comprehensive change analysis process to reduce ‘blind spots’ and develop a ‘rich picture’ of change that truly defines the change management solution in terms of business strategy, organisational structure and culture, technological systems, people and process changes.
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Best practice methodologies. COGiTATE has developed and utilises a number of structured methods and models based on best practice and relevance to public and private sector organisations with our consultants qualified and experienced in best practice change management methodologies including Prosci®, Human Synergistics®, Team Management Systems (TMS®) and project management methodologies including PMBoK® and PRINCE2®.
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As an active member of the Change Management Institute (CMI) COGiTATE remains at the forefront of contemporary thought and best practices in organisational change management.
In general, our approach to planning for and managing change includes the following three phases, integrated into the project management lifecycle:
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Phase 1 – Prepare for change
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Phase 2 – Manage change
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Phase 3 – Reinforce change
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Monitor & Evaluate through all phases
COGiTATE tailors our change management solutions to meet organisational change management requirement. As a certified and licenced provider of the Prosci® framework we are able to leverage best practice change management processes and tools that have been developed based on global research.
Ideally, a key outcome of organisational change management is building the organisation’s residual change management competency and having the organisation’s leaders lead the change(s); we also offer a turnkey solution where our change teams manage (lead) the change for organisations and projects.
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Our services in Organisational Change Management include:
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Who We Have Worked For |
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Some of the organisations our consultants have provided organisational change management services include: |
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