Change Management

The Fourth Industrial Revolution is bringing tremendous disruption to the world of work. Change is a constant like never before.

With the macro (business) environment in a continuous process of transformation, the organisational system needs to be highly adaptable to side-step disintegration.

Change management is a mainstay for a business to survive. Luminary business directors have change management at the top of their priority list.

Change management refers to methods used in transitioning people and organisations from their current state to the desired future state. We take three levels of change into account: organisational, team and individual.

Leaders should continually encourage all members of their teams to embrace change and recognise opportunities.

Research shows that most change management efforts fail, mainly because leadership leave the human element out of the equation. Buy-in from your workforce transforms them into participatory agents who help interpret and shape the change process.

Aiming to help ensure that initiatives deliver the desired results, leadership should create a social experience rather than a top-down initiative. Research suggests that people can be stimulated to change, even under tough circumstances, when leadership meets their psychological needs of autonomy, growth, and meaning. 

Most importantly, a successful change management programme mobilises modification in behaviour, driven by the psychological process of acceptance and repositioning. 

Our tailored solutions are custom-made, methods-based and data-driven. We assist our clients in increasing the pace and certainty of successful organisational change, with minimal disruption. Human Interest facilitates the change management process by:

• Advising you to approach change with confidence, adapting with purpose and embracing what’s possible.

• Identifying change champions: team members who are likely to flourish within the new change management process. Change champions leverage the power of social norms and frame the change initiative.

• Using data and human psychology to interconnect and encourage team members throughout the change process.

• Combining deep expertise with state-of-the-art diagnostic and analytic tools and training.

• Preparing your team to continually master change, not just in reaction to current needs.

• Facilitating agility within your team to identify and seize future possibilities.