As organizations are transformed by system implementations and/or organizational redesigns, the emergence of new processes, policies, systems, and cultures typically present unique and sometimes daunting challenges to an organization. Often organizations that do not adapt well to these changes compromise their planned return on investment due to:
Users reverting to old/manual processes
Confusion resulting from vague new roles and responsibilities
Imbalanced workload across the organization
Improper user training and transitioning
Resistance to change by stakeholders
Lack of confidence in leadership
Inability to achieve cost reduction or actual cost increases based on the above
Organizational Change Management (OCM) entails thoughtful planning, sensitive implementation, and consultation with, and involvement of the people affected by the change. Transformation challenges are mitigated through the development of a comprehensive OCM strategy tailored for the organization based on the undertaken initiative. Strategies for change are unique to each organization and are driven by several factors:
Organizational Lifecycle: Companies at different stages of their lifecycle history (entrepreneurial, growth, maturity) require different change strategies.
Degree of Change Required: As the degree of required changes increases, so does the scope and structure of the change program. Change efforts that affect an entire organization may be larger and require more planning than a change effort which affects only a small part of an organization.
History of Change: Past success with change can be a substantial change enabler; likewise, past failures can be a critical barrier. Resources for implementing the change, client commitment, and involvement in the change process are vital in defining the overall change strategy.
PDP analyzes an organization's barriers to success and identifies the appropriate change management components to mitigate the risks identified.
PDP's OCM framework guides clients through a process to effectively implement a successful transformation initiative. Components of the framework include an assessment of organizational readiness, survey of organizational impacts, creation of workforce transition plans, development of communication plans, design and implementation of process changes, end user training, and performance management analysis.
Working closely with our clients, PDP's strategy includes careful evaluation of the following:
Determine Organizational Readiness PDP assists clients in identifying organizational barriers and determining readiness for change based on logistical, cultural, and structural variables, both as an organization and for individual stakeholders.
Understand Organizational Impacts PDP practitioners focus on understanding and communicating potential organizational impacts resulting from the change initiative. This assessment allows stakeholders and users (internal and external) to understand the impact of the change on the overall business and day-to-day operations.
Workforce Transition PDP works with business owners to define, analyze, and integrate new workforce requirements and responsibilities through the use of a competency/skills gap tool. PDP helps leadership assess current resources and update job descriptions based on new requirements.
Develop and Execute Communication Plans PDP practitioners create mitigation plans for risks associated with the change and engage stakeholders to design a communication strategy to socialize new requirements to respective workforce units.
Design and Implement Process Changes PDP consultants assess change impacts to existing work processes and associated documentation; in order to redesign changes, update procedures, revise user guides, and other documentation in preparation for change implementation.
Develop and Execute User Training Our consultants work collaboratively with client stakeholders to develop and ensure that the training curriculum meets the new responsibilities of the targeted workforce.
Align Performance Management PDP assists clients evaluate the impact of the change effort on existing performance management processes, including measures (what is measured) and metrics (targets), and design the changes to align performance management and support implementation.