Organizational Change Management

One of the “must have” competencies in an ever changing world is the ability to effectively manage “change”.  Today change is a constant, and competency in managing change is absolutely required for your organization to maintain its adaptability, innovative processes, and sustainable growth.  For some organizations, embracing and managing change must go beyond becoming an organizational competency; it must become part of your culture … as part of the way you do things!

Practice and research have shown that to manage change effectively, organizations need to do certain things very well.  As a consulting firm, JT Stodd & Associates is equipped to guide you and your team through mastering these things, including the following:

Providing Methodology, Structure & Organization:  We help organizations by introducing change-management methodology that is appropriate to their needs.  Whether that methodology is our proprietary JTSA Organizational Planning and Change Process Model (below) or one of the other models established within the organizational change literature, we will help you select a model (and process) supportive of what you want to achieve.  We will also help you plan your change initiative(s) as well as build the teams, organizational structures and programs necessary to maintain accountability and successfully complete those initiatives.

Facilitating Psycho-Social Adjustment (Emotional Transitions):  Like it or not, change (and the resistance of change) is all about emotions!  We will help your leadership team understand the emotions typically associated with change as well as develop the competencies and leadership skills necessary to positively address those emotions.  We will also help your team advance a culture where change is “embraced” rather than rejected or looked upon as a necessary evil.

Evaluating Progress & Course Correction:  For any change initiative to be successful, it is imperative to monitor progress toward key milestones along the pathway to achieving your vision, and to take responsive action when necessary.  In addition, there are times when a “course correction” is needed during your change initiative.  In such cases, our change management methodologies have been designed to anticipate and incorporate such mid-course corrections, and make the necessary shifts when necessary.

Recognizing & Rewarding:  Change is all about “people” even when the thrust behind the change is technology-based or process driven.  As such, a key component of managing change is to manage the reward systems in such a way as to maximize acceptance and full employee engagement.  Our competency in compensation and rewards will become a vital asset in helping you design and administer reward programs that fully support your change efforts.

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