8/19/2019 shahid Change management.docx

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Change managementChange management is a systematic approach to enabling people in an organization to transition from their currentstate to a desired future state. Without adequate change management, there is a high risk of failure for theimplementation of a new business strategy or operating model, or a program to reduce costs and improve operationalefficiencies. When delivering change management support to our clients, we balance formal and informalinterventions to ensure that leaders drive and role model the change, people throughout the organization adopt newways of working, and the business benefits of the change are sustained.

Most business leaders have come to understand the importance of the people component in implementing andembedding change. According to a survey wC!s "trategy# conducted of $%& global e'ecutives charged with leadingma(or transformation programs, senior leaders now recognize that people initiatives spell the difference betweensuccess and failure. Change management tools and techniques have become far more prevalent and sophisticated,and the cadre of seasoned professionals skilled in wielding them has also grown. "till, as one respondent put it, )*hepeople dynamic is always recognized but severely underestimated and under+resourced in every change pro(ect inwhich -ve been involved.

 A number of attributes distinguish a successful change management program. /irst, it is people+focused. 0ou cannotachieve business change ob(ectives without altering the way people work and behave. "econd, it is systemic. 1achbusiness is a system2 you need to understand the enablers and barriers of that unique system to effect change. *hird,

it uses both formal and informal levers. 3pportunities for people to shape the change through informal and peer+to+peer networks add significant value to a balanced and integrated change effort. At the same time, it is necessary todrive change through formal organizational enablers like recruitment, reward, and performance managementprocesses.

Service offerings

 At "trategy#, we have an approach to change management 4 the people side of business transformation 4 thataddresses change comprehensively. *he key to our approach is balancing the formal and informal levers in a changeprogram, addressing both the )bo'es and lines of the organizational structure and the )unwritten rules of howdecisions are made and how pride in the organization is instilled.

Change management, as we define it, is the capability and set of interventions that deliver the )people side of achange effort. "uccessful change management not only targets leaders but also engages people across theorganization, while ad(usting key enabling processes such as performance management. Change management is nota communications plan 5 communications is a vital component of an effective change management program, but it isno substitute. 6or is it an 78 initiative, though 78 plays a critical role in implementing change

*his )change can be large+scale, such as the introduction of a new operating model or a significant culture changeeffort, or more contained, such as merging two departments. Whatever the magnitude, all change involves peopleadopting new mindsets, policies, practices, and behaviors. Change management helps people not only make thetransition but also sustain its benefits.