The series of change interventions is designed to help businesses excel at managing change; providing a common framework that engages employees at every level, complimented by comprehensive support materials and consultancy support. French novelist Jean-Baptiste Alphonse Karr’s “Plus ça change, plus c’est la même chose,” (the more it changes, the more it’s the same thing), is essentially an epigram about change management. Transforming organizations is difficult, have dissected the subject. Change management solutions have focused on soft issues like leadership, culture and motivation. Managing these influencers in insufficient to implement transformation projects. These indirect influencers such as visionary leadership are vital for transformation projects but there are many other considerations. Other such as communication with employees, changing attitudes or relationships that are deeply ingrained in organizations is critical.
Hard factors of change management
The hard factors of change management need to be addressed. First, they need to measure the impact of change. What gets measured gets done. Second, organizations need to focus on executive sponsorship- to ensure employees understand and accept the importance of change. Third, organizations need to have the agility to be able to influence these elements rapidly. hard factors require greater resources and focus. However, these factors have a measurable impact on financial results and hence are critical for successful change projects. Arcus research indicates that change projects are more likely to fail if the hard factors are ignored.
Change Intervention Framework
At the heart of this series is the Project-Change Frame. It is a genuine fusion of the people and technical aspects of selecting, prioritizing and delivering projects and programs of change. A potent combination which helps people to commit to changes and ensures that changes are not only successfully implemented but – just as important – are sustainable once a program or project is completed.