Our view of what drives change Organisational Entity StrategyTechnologyPeopleProcessCultureEnvironment
Our View – Change Accelerators Our approach is to work jointly with you as a trusted change partner, sharing our view and insight around the key drivers of change. We then work with you to create the right kind of interventions to support the change journey. Regulatory pressures Transformation risk Enabling growth Restoring credibility and trust Increasing productivity Increasing shareholder value Typical Change AcceleratorsPeople Change Implications What TOM and Governance structure changes are required to operate in the new world? How do you align the culture and behaviours in the organisation to rebuild your risk profile? How do you optimise growth through effective organisational design, workforce planning and change management strategies? What stakeholder engagement strategies, skills and behaviours are needed to win ‘hearts and minds’? Do you have the best possible Change support network in place to help deliver and sustain Change over time? Is there an effective performance management system linked to Reward and Talent Management in place, to support a high performance culture?
Our capabilities People Change considerationsHow can StratChange help? Implementation of new ERP or business technology, TOM and Governance structures which requires ‘hands on’ organisational change support Change management strategy design (visioning, shaping and delivering change) Stakeholder analysis, engagement and communication Benefits identification and management Alignment of people to culture and behaviours in order to deliver on the organisation’s strategic priorities Define the ‘As-Is’ state and working towards defining the target culture and behaviours Cultural change assessment Assess the readiness for change Assess the impact of change and preparing the organisation to embrace transformation efforts Having an optimal organisational structure with clearly defined roles, accountabilities and metrics. Mapping roles to new ERP system. Organisation design and defining the new ways of working Role profiling Workforce planning and optimisation KPI development ‘Winning the hearts and minds’ of key stakeholders Identify early, and address possible or potential causes of resistance to change Provide support and guidance to senior stakeholders in managing complex organisational change Work with the organisation’s top leadership to develop a common vision for the future Having a great change management support mechanism in place to help embed and sustain the changes happening across the organisation Establish the Change Agent Network Implement employee engagement tools Train, coach and mentor internal change champions Alignment of the change agenda to supporting HR strategies and interventions Develop performance management frameworks HR strategic review