The only constant is change. If you’ve ever tried to institute a change at your organization, you understand the need for a clear understanding of the people involved and the circumstances in which they work. Organizational Change Management (OCM) is the framework for managing the effect of new business processes, changes in organizational structure, or cultural changes within an enterprise. Our consultants understand the influence and power of human emotion on a person’s resistance to change.

netlogx provides an approach that is people-focused and results-oriented. We follow proven OCM protocols, but, more importantly, we recognize the human factor. netlogx will develop an OCM plan that:

  • Smooths the transition
  • Engages team members
  • Mitigates risks associated with large projects and significant change

Managing your organizational change

It’s great that you’ve decided your IT infrastructure or way of handling data needs to change.

To get the return on your investment, though, you need to make sure that your organization’s structure is ready to change.

Your people need to feel empowered. They need training in the new business applications so that they can face change in a state of readiness.

Only then can the time and money spent on establishing change really deliver its benefits.

However you need to change, netlogx will make sure your organization is ready for it.

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Organization Change Management

organizational change management specializations

Coaching and manager training is important to ensure managers are supportive of the project and are portraying the same message to their teams. A coaching plan for supervisors instructs them how to work directly with their team members and coach them through the change effort. The goal is to fully enable managers and supervisors to:

  • Sponsor the changes
  • Support employees during the change
  • Support employees in new environment post-change

Communication during an organizational change is critical to a project’s success. A thorough communication plan alleviates issues created by miscommunication and confusion. Expectations are set on what information will be communicated, when, and in what manner providing consistency in message and method. Communication illustrates a clear vision, aligned expectations and demonstrates the commitment of the stakeholders.

To prepare for a change, the current process must be understood first. Data and documents determining the current “As Is” processes are collected, issues and concerns are noted, and all documentation and data collected are analyzed. Identifying and staying ahead of any issues as the project progresses better ensures success. Determinations made from the current process analysis are noted and addressed in the future or “To Be” process design. 

A readiness assessment determines if an organization is ready to make an organizational change. Areas that are reviewed to determine readiness can include project goals and objectives, leadership support, financials and system capabilities and readiness.

As every change will meet with some form of resistance, a plan should be created to address it.  Communicate openly, early and frequently, engaging employees to acknowledge and manage their fears.  The development of a comprehensive resistance management plan allows the project team to be on the lookout for various forms of resistance and provides a prescriptive plan on how to address it.

The “To Be” design is developed after reviewing and analyzing current state documentation, collecting business requirements, and addressing issues and pain points. Working with area subject matter experts, this information is incorporated into an efficient “To Be” model that will address the changes taking place and streamline the processes.

Once the “To Be” business processes are developed, procedures and training on those processes are developed. Employees are trained on the new processes, and training materials and procedures made available. Through training employees can familiarize themselves with the new processes, alleviating anxiety and uncertainty around the new processes.  

netlogx has identified that the best foundation for any OCM project is a combination of several methodologies. We use the best components from different methodologies and modify them to fit our clients. netlogx leverages repeatable processes honed over decades of Process Improvement and Change Management efforts.

Our consultants maximize the potential for positive responses by engaging key resources early in the process, clearly communicating roles and expectations, and delivering appropriate training at the right time. netlogx follows the 5 pillars of successful change:

  1. Communication
  2. Sponsorship
  3. Stakeholder Management
  4. Organizational Readiness
  5. Worker Preparedness

netlogx’ Change Management Model is a roadmap for successful organizational change:

  • Understand the Case for Change
  • Identify project and organizational risks
  • Determine best communication vehicles for key stakeholder messages
  • Establish a project calendar

The most important element of a Change Management effort is a clear understanding of the people involved and the circumstances in which they work. Our consultants understand the influence and power of human emotion on a person’s resistance to change.

We ensure that clear and concise communication occurs at regular and consistent intervals with opportunities to provide feedback and ask questions. This communication helps clarify what is and is not going to change, as well as the rationale behind it. People who clearly understand what is going on are less likely to resist change and more likely to accept and even embrace the change effort. Messages are tailored to each stakeholder group and their particular needs and are disseminated by a variety of means to ensure messages are heard and understood.

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