Versity (latin origin):
To adapt, to change, to grow, to be versatile
Change Management
When change is properly managed, most people support it and can see the benefits to themselves and to the organization. However, despite the best intentions and best efforts of many organizations, a significant number of change efforts fail. When this happens, the cost to the organization - in terms of financial costs and performance and productivity losses - are high.
We help organizations to develop and implement comprehensive change and communication plans, and measure their success.
Our change plans are based on the following beliefs:
- A compelling case for change is necessary. All employees must understand the need for change and the consequences of not changing.
- The leadership team must be visibly supportive of the change.
- Communication – especially early face-to-face communication - is critical to the success of the change.
- A communication plan needs to be in place.
- Management must be fully engaged in planning and implementing the change and have a clear understanding of their responsibilities, especially as communicators
- Individuals must see the benefits of change to themselves.
- Everyone must understand the reason for change and what’s in it for them.
- Resistance must be identified and addressed.
When strategy (the new vision) and culture (the traditional attitudes, values, and behaviours) are at odds, culture always wins. For change to be sustained, the culture and the style of leadership often need to change too. This is the most difficult transition.