Are you in the 30% or the 70%? Take our Change Management Health Check.
Whether you’re worried or confident about your Change, take our FREE Change Management Health Check to get some immediate advice and top tips. In some aspects of life, you may uncover an issue and struggle to work out how to fix it. For Change Management, we can help you whether you’re just setting out or whether something doesn’t quite seem right.
These 4 questions will help us to help you identify and then address the causes of your concern, or ensure that you avoid the need for concern in the first place.
You may or may not know the statistics for Change. 70% of Change efforts fail. Mismanagement of 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 or the mind-set. The signs and symptoms of the missing foundations can manifest themselves as death by a thousand cuts, and then talk turns to scope, personnel changes, and budgetary issues. Projects over-run, over-spend and under-deliver. All too often, there are casualties and in many cases there’s collateral damage. Once high flying leaders and managers were inadvertently set up to fail, and that’s precisely what happens before the patterns starts to become obvious and those higher up in the organisation become those in the spotlight.
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. Sounds simple, right? Simple doesn’t always mean easy. Our methodology is simple and effective. It’s been refined over many years, and we’re not afraid to say that there are some things we could have done better. Since Change is all that we do, we believe our hard won experience is invaluable to organisations wanting to benefit from our successes, and the bumps and bruises we’ve acquired.
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. This isn’t an emotional statement but a factual one. Take a look at the Key Performance Indicators (KPIs) for many fo the traditional consultancies, and then their fee structures. They run their businesses by holding their teams to account, and rewarding them for utilisation (getting their consultants “off the bench” and into client sites), and for account revenue growth (increasing monthly spend from their clients). Their fees are almost exclusively time and materials based, which means that the more days they work the more the client pays. Add these together, and isn’t the outcome predictable?
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 by the client who usually also lacks the direct experience of leading and managing Change. So, the blind are leading the blind. The brief fulfilled is at best what was requested, not what was needed. At worst, it may be the closest that the recruitment business was able to get to what was already an inaccurate or incomplete brief. 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 Management Health Check?
Whether you’re confident about your Change Management or you’ve got some concerns, 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.
Our broad and deep subject matter expertise in Business Change Management means that where others may see complexity and individual challenges, we recognise what we’ve seen so many times before. Every company is individual, and yet they often face the same issues. Just like a doctor can perform a medical exam to screen for issues and provide a prescription for any ailments, we do the same. We screen for the issues we’ve seen lots of times before, and where we find them we provide a prescription for Change.
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