EMBEDChange helps you deliver the benefits of change by enabling better change implementation
ENGAGE - TRANSITION - EMBED
Leading a business change is not easy, it can be confusing and quite stressful at times - and then after all the hard work is done it can still fail!
We recently conducted at simple survey on LinkedIn where respondents were asked to highlighted the areas they found challenging when embedding a change. 89% respondents agreed that embedding change was difficult sometimes. Check out the summary of the top responses below and see if you agree:
Key challenges identified:
Key areas of support identified:
EMBEDChange has been created by seasoned professionals experienced in operations, change and project management, and IT and service delivery. We have been there and done the hard work so you don't need to. Our goal is to help you reduce the stress change can place on an organisation, and for you to be successful, reaping the benefits of change for your organisation.
If you would like to talk about reducing resistance to change or building timely engagement activities please Contact mary.martin@embedchange.com
ENGAGE - TRANSITION - EMBED
Leading a business change is not easy, it can be confusing and quite stressful at times - and then after all the hard work is done it can still fail!
We recently conducted at simple survey on LinkedIn where respondents were asked to highlighted the areas they found challenging when embedding a change. 89% respondents agreed that embedding change was difficult sometimes. Check out the summary of the top responses below and see if you agree:
Key challenges identified:
- managing resistance and stopping change sliding back to the old way of working was a challenge
- helping an organisation move from the current way of working to the new way of working smoothly was hard sometimes.
- there was a lot happening and change was not always well coordinated across the business
- engagement and communication with staff could be time consuming and difficult, sometimes staff just don't want to change
- senior leaders had good strategies but implementation can be less effective than desired.
Key areas of support identified:
- transition planning templates and coaching would be helpful (two thirds of respondents rated this as a key factor)
- engagement and communication template and examples would help - what to do when and how
- a strategic framework linking the change to organisational goals would help embed change
- change landscape planning –know what is happening when and where
- simple templates and worked examples would help reduce confusion and save time.
EMBEDChange has been created by seasoned professionals experienced in operations, change and project management, and IT and service delivery. We have been there and done the hard work so you don't need to. Our goal is to help you reduce the stress change can place on an organisation, and for you to be successful, reaping the benefits of change for your organisation.
If you would like to talk about reducing resistance to change or building timely engagement activities please Contact mary.martin@embedchange.com