- Email us: info@how2-change.com
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Whether you're about to embark on a Change Management Journey, or you're worried you may have run into difficulty, here's where you can check you're on the right track
Here are 4 of the questions we use to assess the health of your Change. Based on your responses, we'll provide some tips which you can use to add value straight away. It's just as easy to manage Change effectively as mismanaging change. Let us help.
You may or may not know the statistics for Change. 70% of Change efforts fail. Mismanaging Change is the number 1 reason why CEOs lose their jobs. On average, Change Projects run 45% over budget, 7% over time and deliver 56% less value than predicted.
With stats like these, you’d have to be brave to take on a Change Programme, but what’s the alternative? Allowing a business to stagnate whilst its competitors enhance their propositions and ways of working isn’t a sensible strategy either.
Here’s a typical client pathway:
Typically, clients tend to kick off one or more projects in haste, with many of the foundations missing and it isn’t clear how the projects relate to one another. Responsibility is given to a manager or leader who is good at running the business but doesn’t have the required Change skills. The signs and symptoms of the missing foundations manifest themselves as death by a thousand cuts, and then talk turns to scope and personnel changes, and budgetary issues. Projects over-run, over-spend and under-deliver.
Here’s what can happen instead:
Start Change with a common understanding of rationale, outcomes, scope, plan and financials. Then, engage the Organisation to tap into their knowledge, skills, experience and motivations. Govern the Change, ensuring effective decision making and efficient working. Deliver agreed outcomes.
So, what are the differences that make the difference?
A standard Change Management Consultancy offers an off-the shelf approach at bespoke costs. They have a generic approach which is rolled out to a wide variety of client businesses – sold by partners and delivered by juniors. Statistics and results are used to illustrate what works on average without taking into account sector specifics. The consultancy aims to embed within a client business for as long as possible to maximise earnings.
A recruitment business may offer a temporary specialist Interim Change Director or perhaps even what seems like a ready made Change Consultancy Team. However, 95% of recruiters have never held Change Management or Change Leadership roles, and as such they don’t have the knowledge, skills and expertise to be able to check and challenge the brief they’re given. So, in comes an individual or a team to tackle the brief they were given. This is what was requested, not what was needed. Months later, after significant investments of time, money and energy, there’s a realisation that all isn’t well and so the focus turns to trimming down scope and changing personnel.
The How2-Change approach is an uncommon sense approach. We help clients to check the foundations, and to strengthen them where required. We can do this in a change advisory capacity, or we can roll our sleeves up and do it as a change management consultancy service.
What’s the purpose of our Change Health Check?
Whether you’re confident about your Change Management or you’ve got some concerns about mismanaging change, we pose a few simple yes / no questions and give you a read out of confidence level. This gives you some information which you can use for yourself, give to your team or if you’d like us to help then we can certainly do that too.
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