Change Implementation |
Change Implementation
 Change Implementation — is it always a problem?
Most organizations have to deal with changes. Introducing new things is never easy, typically causing two types of problems.
The first situation is about problems with innovations themselves. People are busy implementing a new system — and it would not work and simply refuses to be implemented, just because it was not thoroughly thought out to begin with, does not fit with the company's everyday life, and contradicts many other accepted practices.
Secondly, there may be problems with the implementation process as such:
- A very vague idea of the final result: «What are we trying to accomplish?»
- Uncharted responsibilities for the process: «Who is going to do it?», «Who do we listen to?»
- Deadlines and schedules are up in the air: «What is going to happen when?»
- A few employee groups (from top managers to rank-and-file employees) sabotage implementation, each for reasons of their own.
- All «ordinary» implementation methods (memos and instructions, or standard training) have failed or will definitely fail.
Experience shows that this second type of problems is usually even more overwhelming than the first.
If this is your case, ECOPSY Consulting can help you.
Our strategy
Our approach to implementation of changes consists of a balanced involvement:
- of the right people
- in the correct role
- at the right time
- with effective methods.
How we do it:
On the one hand, we help those who implement changes to agree among themselves, and effectively cope with their role of «implementers».
To do it, we use tools such as:
- Strategic sessions with top managers.
- Sessions with experts to do the final adjustment and discuss implementation of changes.
- Conferences with leaders representing different opinions.
- Individual consultations.
On the other hand, we will help you achieve a balanced involvement of different target groups.
We will help your employees to form the right picture in their mind: «Why can't things remain the way they are?» «What do the changes consist of?» «What exactly will I have to do?»
To accomplish this, we use the following tools:
- Organizing a step-by-step hands-on practice with a specially designed case, so employees could master the new way of doing things.
- Conferences with key employee groups.
- A video address / announcement from the chief executive.
- Internal PR for proposed innovations.
- Cascade workshops.
- Specific «skills» training programs for «pointed use».
- Q&A booklets.
- Plus other methods we will develop and adjust to respond to your unique situation.
We help clients build an integral program of implementing change based on methods listed above.
We will help you obtain the following results (all or part of those listed here):
- Realization on the part of each employee that «it is not going to be the old way».
- Employee's support for changes.
- Precise understanding on the part of each employee of what he or she is supposed to be doing under the new arrangement and during the process of transition from the old to the new system.
- An agreement on the concept and plan of action for introducing change, with clearly defined roles and responsibilities within the team in charge of implementation.
- Incorporation of fully adjusted innovations into current processes and procedures.
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