SENSE Training 

Foreword

 

What is Change Management?

Change is everywhere.  The economy, the market, your competition, and your staff are all in motion.  The only choices for your organization are whether to lead the change, react to change, or wait for the change to overwhelm you.

 

Change management is a structured process to improve teams and individuals to a desired state and achieve a desired outcome.  It provides a competitive advantage for organizations to effectively respond to changing market needs and lead the industry.  At SENSE, change management emphasizes the involvement of all levels of an organization including executives, middle management and frontline workers.

 

Importance of Change Management

 

Change management increases the success of organizational change and project initiatives by applying a structured framework of methods, tools and processes managing the change from a current state to a future state.

 

Our Understanding

 

When Everything is Perfect, Change is NOT Necessary ?

However, change is inescapable. Perfection doesn’t exist. Near perfect companies are constantly in motion, adapting to new challenges and opportunities. Even during times of calm, risk is ever present, and the only companies that don’t need to change are the ones planning to close up soon.

 

Your Team Changes Anyway ?

Since change is inescapable, leading change is the only clear option for survival. New risks and new opportunities are always cropping up, and not preparing your team for them is preparing them to fail. 

 

Don’t be Left behind ?

In today’s fast-moving world, every organization can benefit from effective change management. From educational institutions, NGO’s to civil service or corporations, every sector of industry faces its own competitive environment to which it must adapt.    

 

When Change is NOT Managed Effectively ?

The biggest loss associated with ineffective change management is in the human capital of a company. The severity of such impact directly translates into impacts on productivity, morale, turnover, training costs etc. Resistance from the workforce may escalate and non-compliance may become rife in the ranks.  Valued talent may leave in reactive anger or disappointment as morale and motivation continue falling in the ranks of those who stay. As momentum is lost, projects go over budget and deadlines are missed. The original change was intended for good, but resulted in longer periods of painful adjustment. Ineffective change can be fatal. On the contrary, adopting a change management framework increases the probability of mission completion under budget and on time. 

 

Our Framework

 

How We Do it?

SENSE provides a one-stop service in strategic change management that is supported with a methodology for managing change from an individual level to enterprise-wide capabilities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1. Assessment

In order to establish an accurate picture of the company’s needs, baseline performance must be described with quantitative data  (observational numeric) and qualitative data (interviews and feedback forms). This can then be compared with the “software” of the company in terms of mission, vision, values, mindset and market segment etc. With this kind of data, the urgency for change and the results sought will be much more clearly resolved and bridged with minimum resistance from members.

 

2. Formation of Change Management Plan (The Framework)

Different situations call for different tools, and each change management plan needs to have the right concepts and theories supporting it. SENSE can propose models based on practical solutions to fit your operational needs. Change is not confined to worker behavior. To sustain change, the whole culture and mindset of the operation needs to change. SENSE can provide recommendations, steps, guidelines and even policy adjustments that can have a big impact on your company. 

 

3. Setting up a necessary Communication Plan for all members in your company

Communications is critical to the success of any attempts at change management. Stakeholders must understand the reasons in order to take ownership of the processes that they must push through. The tools with which the change will take place are also in their hands and so they must feel as much involved as anyone else. The duration of different phases can have an impact on how they perceive the progress of change and thus whether to cheer or keep their head down to reach their goals. They must also have enough anticipation of the limitations so that expectation management is also a major component of internal change. As such, the results of any change take a lot more communication in order to minimize the risks of adversity.   Since this kind of communication involves internal marketing, the same tools also come into play; questionnaires, interviews, focus groups, seminars, social media channels and even walk-in enquiries will need to be activated to maximize staff engagement in change.

 

4. Facilitate the Progress of Specific Working Group

Even monitoring groups require support. As operationalization of change begins, oversight of schedule, budget and productivity needs to be monitored through specific working groups in order to keep the momentum of change at full pace.

 

5. Support Program

The psychological side of the workforce is also a high priority as stress can start to creep in and make adverse impacts on the progress. Any kind of positive change will meet resistance. This is why continuous training and coaching is part of the package to anticipate and deal with problems as they come to prevent any snowballing effects. The monitoring of the psychological well-being of teams and sub-teams thus create an early warning network.

 

6. Assessing Outcome

The immediate effectiveness and stakeholder satisfaction will need assessment. The end of the program does not mean the end of the job. Performance data generated at the end of the program must be statistically compared to those from the baseline established in the beginning in order to concretely measure the change and its benefits. Further, stakeholder satisfaction is key in this stage to cement the software and the hardware changes implemented on a company wide level.  

 

7. Review and Evaluation

As the project wraps, the bigger picture comes back into focus as the strategic aims of the change are reviewed and evaluated. The necessity for further action, or the relevance of the enacted changes in matching with the external environment are all put on the table to anticipate the next change that is coming up for the company.