Organizational Change Management

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 (above) 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.

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.

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.

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.