The importance of managing change

 

Organisational change and development is critical for any organisation to maintain and improve performance within a rapidly changing environment. 
 

The context of organisational change and development, driven by the recent pandemic, has forced many organisations to re-consider how they do business or serve their clients. As part of our support to organisations going through change, we've been helping a number of clients reflect on how well changes and improvements were implemented and supporting others put in place the right change management plans to help ensure success.

 

In our experience, failure to effectively manage the people aspects of change is more likely to be the cause of failure to deliver improvements than the strategy itself or the design of structures, systems and/or processes. 

 

Taylor Clarke knows that it is essential to work in partnership with our clients to successfully deliver organisational change and development – and to provide expert support to manage change effectively.

 

What is change management?

 

Put simply, we believe that effective management of change is the management of activities that ensure people are willing, and able to go on the journey and fully contribute to help shape how organisations change.

  

We are clear that the design and implementation of an effective change management approach is equally as important as the project management activities related to the design and implementation of any structures, systems, data and/or processes that will change. It is the culture, communication, engagement, development and involvement approaches that tend to feature in “Post mortem” lessons learned….rather than the solutions being implemented.

 

How we help organisations and leaders manage change

 

At Taylor Clarke we understand how to make change stick. We know that, without effective management of change, most organisational changes won’t get the results that the organisation wants and that change initiatives will fail. We know how to prevent ‘change-rejection’ because we understand how to introduce and embed change to ensure that it is enhanced and embraced by the whole organisation.

 

Our approach has been developed over thirty years working alongside leaders and senior executives. Our experience allows us to work to help our clients understand clearly where they are and where they need to develop in order to maintain a sustainable, competitive edge. And we help our clients develop and implement the change management activities to ensure the desired results are achieved.

 

Through our related work on Culture and Leadership Development, we are able to help our clients build strong foundations for development of business strategy and to create the leadership capability required to align and embed change. Using our Releasing Potential In Change model (below), we build on these foundations in a structured way to help organisationsoins manage the human aspects of change and create the psychological climate for successful embedded change.

 

We believe that visible and active sponsorship of change by leaders is critical. Our six steps focus the change leaders’ energy and influence, beginning with articulating the Compelling Purpose (why is the new system is required and what benefits it will bring) and working round each stage to, finally, Embedding Behaviours (specifying what the new behaviours are: to start, stop, do more or less of.)

 

Our approach takes from and builds on the globally recognised work of John Kotter, Daryl Connor, Dan Denison et al.