The only thing that is constant is change. With inclusive change management you ensure a confidential dialogue, help ease out the change resistance and conclude the development processes with honor. When the phases of the change process, important operations and the wanted results are communicated to the personnel in an early stage of the change, it is easier for the personnel to commit and become and active part of the process.
Agile change management creates competitive edge
As the operating environment changes, you should make bold openings regarding motivating people, decision-making models, setting goals and allocating resources. Inclusion helps you get the wanted results in a quick and cost-effective way.
Considering and hearing the ideas of the personnel and stakeholders helps pave the way for the change and recognize the best procedures and practices to boost the process. When the people of the organization are brought to an inclusive dialogue, they are given a chance to develop their ideas, evaluate each other’s thoughts and create completely new, versatile solutions which support the change process and future operations.
Great organizational changes can be heavy for the personnel. Learning new ways of operating while worrying about the continuation of one’s work can expose people to change resistance and anxiety. Therefore, agility is key. The management must invest in constant communications to avoid rumors and allocate time in planning the future operations together.
Improve change management through the Strategy Dialogue
Overcome the change resistance and include the whole personnel in the change process with the Strategy Dialogue. You will obtain the wisdom of the personnel and gain a deep understanding of how to best utilize the new opportunities in practice.
We support organizations in e.g
- organizational changes
- strategic changes
- initiatives for new business operations
- new operating models