Organisation Change Management
What is organisation change management?
Organisation change management is the day-to-day responsibility
of everyone who is going through the change. VEGA’s experience has
shown that change cannot be managed as a separate project in
isolation from the daily working of the client organisation – it
never works. Organisation change is therefore a combination of many
components, selected according to individual organisational needs,
yet placed within a structured framework to ensure consistency and
assurance of results.
How does VEGA approach organisation change management?
At VEGA, we believe that a successful, sustainable organisation
change management programme, and one that will create a climate of
quality improvement, must focus on the following three
components.
- People – People are what make change succeed or fail – their
support and engagement with objectives and methods is a critical
part of planning and execution. People will also be changed in
themselves, through skills, attitudes and behaviours.
- Process – To change what people do, it’s essential to
understanding the present situation, including strengths and
weaknesses, as well as quantify inputs, outputs and outcomes. Only
then can a future state be designed and tested for likely
performance change, before implementing and measuring the
effects.
- Information – Information informs decisions, is the currency of
business processes, and allows performance to be tracked and
improved. It is also an asset that must be kept secure and managed
for future value.
With these elements in mind, VEGA’s organisation change
framework balances technology implementation with the needs and
engagement of users and stakeholders. This is because knowledge and
skills transfer is fundamental to the development of a sustainable
organisation aiming to deliver high grade performance in its new
form. Further to this, supplementary considerations for
organisational change are:
- Spectrum of seniority – ensuring that leadership and
contributions across the range of seniority are recognised
- Diverse capabilities – roles and responsibilities will change
and with them the capabilities required, as well as the need for
specialist capabilities in change itself – VEGA’s approach assures
that all these factors are built into the approach
- Through-life change management – change will be a continuing
feature of the organisation; some parts will change faster than
others and be the subject of ‘quick wins’, while others will
proceed at a different pace. Continuity of change is inevitable,
because once the benefits have been experienced, the appetite moves
from single change programmes to a culture of continuous
improvement.
- Breadth – change is much wider than physical or visible change
– the psychological elements are critical. Therefore, engagement to
achieve positive change is essential, and prompts VEGA to adopt a
wholly collaborative approach to such programmes.
Find out more about VEGA's
organisation change management services.
Contact VEGA for further information about
organisation change management