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<h1>Change Strategy</h1>
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<h2 style="line-height: 20px;"><span style="color: #888888;">In 1995, John Kotter published Leading Change: Why transformation Efforts Fail. From this seminal work, his call to action suggested that only 30 percent of change programs are successful.  Perhaps critically for the change industry since this time, further studies have continued to repeat these results with a consistent finding: change programs most often fail precisely because of the thing they are trying to transform, employee attitudes and management behaviour. <span style="font-size: small;"><em><sup>11</sup></em></span></span></h2>
<p><span style="font-family: arial,helvetica,sans-serif; font-size: x-small; color: #888888;"><sup>11</sup>. <em>Keller S and Aiken C, (2009) The Inconvenient Truth about Change Management,. McKinsey Quarterly, April</em></span></p>
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<p><img src="images/Change/Change%20Strategy.jpg" border="0" alt="Change Strategy" title="Change Strategy" width="680" height="480" /></p>
<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Assess</span></span></p>
<p>Our first step is to undertake a proactive and independent audit of the current and desired future state of your organisation and the change you are seeking. We employ the latest thinking in change methodology, depending on the situation you are in. This typically involves gathering information from key stakeholders and existing information sources to understand the:  </p>
<ul>
<ul>
<li>strategy (market, vision, culture, values and workforce design)</li>
<li>success measures (objectives, performance metrics and financials)</li>
<li>people (leadership styles, influencers and key stakeholders) </li>
<li>systems and Processes </li>
</ul>
</ul>
<p>In each of the areas above we seek to understand the:</p>
<ul>
<ul>
<li>drivers for change</li>
<li>potential impacts and issues</li>
<li>opportunities</li>
<li>timeframes</li>
</ul>
</ul>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Decide</span></span></p>
<p>In the decision phase, we deliver a report with recommendations based on our assessments. Depending on requirements these can include but are not limited to: </p>
<ul>
<ul>
<li>a summary of the assessment stage</li>
<li>a storyboard showing where you are going, why and when.</li>
<li>a process for identifying a specialist change team (internal and external).</li>
<li>summary of lead team dynamics; styles, impacts and roles</li>
<li>workforce involvement</li>
<li>recruitment and resource planning</li>
<li>structured internal communications planning</li>
<li>initiatives for baselining and measuring engagement and performance</li>
<li>change and implementation workshops</li>
</ul>
</ul>
<p>From the recommendations in this assessment report your change plan is established and agreed.</p>
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<p><span style="font-size: medium;"><span style="color: #cccc00;"><strong>+</strong></span><span style="color: #7900ce;"> Deliver</span></span></p>
<p><span style="color: #808080;">We then work with you to deliver the outcomes we have agreed as part of the change plan.</span></p> 
	
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