Capabilities
Change Management
Large change initiatives require three elements in order to be successful: visible, continuous leadership by senior executives who sponsor the initiative through to its implementation; adherence to project management discipline to produce quality, timely deliverables; and a comprehensive Change Management plan. A fundamental principle of Change Management is that all people in your organization – senior leadership, middle managers, and employees – want (and need) to understand the nature of the change and the risk to them and to the organization of not changing.
Harkcon helps your organization's people want to implement intended changes by creating and helping you to implement Change Management plans that emphasize the people side of change, helping you to drive an initiative to successful implementation. Using the Prosci© ADKAR® Model, Harkcon Change Management specialists will create customized, tailored Change Management Plans built on the five building blocks of change: Awareness, Desire, Knowledge, Ability, and Reinforcement.
- Awareness for the need to change. A credible source explains what must change in the current state and why this is important to each individual in the organization.
- Desire to change. The individual's assessment of the initiative relative to their own needs and to the context in which they work, ultimately leading to the person's decision to support the change.
- Knowledge required for implementing the change. Individuals have or are given the education and training on the skills and behaviors required to develop and implement the initiative, to operate the new process or system, and to understand the roles and responsibilities that they and others will execute after the change.
- Ability to change. The individual and the organization as a whole can implement the initiative and reach the desired level of performance.
- Reinforcement of the change. Individuals and entities within the organization are recognized with meaningful recognition for actual accomplishments, and positive behaviors supporting the initiative are not punished. Accountability mechanisms also exist to monitor implementation and to prevent backsliding.
Plans will emphasize:
- Preparing for Change. Here we help you define your change management strategy; to build, assess, and coach the team that will develop and execute your Change Management Program; and to create a roadmap for leading, implementing and reinforcing change.
- Managing Change. Here we help you through the change process by developing and implementing plans for communication, sponsorship, coaching, training, resistance management, and reinforcing the change.
- Reinforcing the Change. The final component of a good Change Management Program is reinforcing the change. Here we help you collect and analyze feedback; diagnose gaps and manage resistance; implement corrective action; and celebrate successes.