360 Change Management
SERVICE
Change is a complex process. The 360 Change Management model of change assists our clients with a holistic approach, recognising the nature and effect of ‘cultural sensitivities’ on change in an organisation.
The change process is guided and facilitated by us so that everyone feels supported. We build strength, creating a sustainable, resilient environment ready to embrace change.
Enquire Now360 Change Management
SERVICE
Change is a complex process. The 360 Change Management model of change assists our clients with a holistic approach, recognising the nature and effect of ‘cultural sensitivities’ on change in an organisation.
The change process is guided and facilitated by us so that everyone feels supported. We build strength, creating a sustainable, resilient environment ready to embrace change.
Enquire NowDetails
Organisational change management is needed whenever a company starts a project or initiative that interrupts or changes day-to-day operations. Change management reduces the risk that individuals will reject new systems, processes or other changes and helps ensure that the desired outcomes of the change are fully realised.
Regardless of how well an organisation manages a change, there is always going to be resistance.
Our team at Core Purpose focuses on the humanities, the social sciences, and on the moral fabric of the organisation’s leaders and employees, to build resilience capacity to reduce risks and vulnerability. We equip leaders and managers with the key skills needed to motivate, empower, and support the employees by overcoming the resistance to the necessary change, and building trust, understanding and resilience.
Three Most Common Types of Organisational Change:
- Developmental change - Any organisational change that improves and optimises previously established processes, strategies, and procedures.
- Transitional change - Change that moves an organisation away from its current state to a new state to solve a problem, such as mergers, acquisitions, or automation.
- Transformational change - Change that fundamentally alters the culture of the organisation, core values and its operations.
Objectives
- lay the foundation for the implementation of change
- identify the potential roadblocks and how obstacles can be resolved
- train (if necessary) the leadership team members leadership to develop the change management leadership key competences if necessary (optional) to ensure they support their team members by being genuinely present, empathetic, authentic, expansive, resilient and empowering.
- gain control over people’s responses to clarity so leadership feels in control
- optimal value from projects
- minimal productivity disruptions
- a high level of acceptance of change
- effective communication
- procedures optimised and documented
Benefits
Change delivers best results when it's meticulously planned and managed. Our facilitated change management process creates an opportunity for the development of best practice in your business. It also allows the organisation to:
- assess and understand the need and the impact of change
- align resources within the business to support the change
- manage the cost of change
- reduce the time needed to implement change
- support everyone in the organisation to understand and contribute to the change process
- plan and execute an effective communication strategy
- improve cooperation and collaboration in your business
- minimise resistance to change
- create and maintain a routine in the running of your business during change
- increase productivity, morale, and efficiency
- develop workplace resilience
- minimise disruptions to the business operations
- reduce risks associated with change
- respond to challenges more efficiently
Service Content
As change management is a complex process, communication and keeping the momentum going are pivotal to the success of the implementation of change. Here are the essential steps and activities we facilitate to achieve change success:
1. Prepare for change
- agree on clear objectives and intentions
- clarify the direction and strategic plan
- review the Governance plan
- review performance expectations
- establish good communication practices
- review the Organisational Structure
- review the company’s Core Ideology
- review Core Values
- review Leadership key competencies necessary for empowerment and delegation
- plan the Change Process
2. Implement change
- execute the plan
- review old vs new habits at all levels to assist change
- observe leadership in action and how they communicate
- assess leadership key competences if necessary (optional) to ensure they are genuinely present, empathetic, authentic, expansive, resilient and empowering
- monitor performance and the emotional climate at work
- coach leaders and the governance team
- reassess any performance roadblocks
- review everyone’s adaptation to change – observe engagement and performance
3. Monitor and follow up
- observe trust and commitment in the process amongst agents of change and employees
- Reassess and monitor communication
- assess and monitor responsibilities and accountabilities
- maintain cooperation and teamwork
- celebrate
Optional Services:
- Organisation’s Core Ideology
- Organisational Structure, Chart & Reporting Lines
- Governance Planning and Coaching
- Leadership Assessments and Training
Facilitator
Camelia Petrus brings a wealth of tools, experience, and perspective to her work in Industrial Organisational Psychology, Leadership, Workplace Behaviour and Organisational Positive Psychology. She is a member of Change Management Institute NZ and a partner with OPRA Psychology Group Wellington and the Regional Business Partners Network.
Camelia’s interests are in employee wellbeing and engagement, leadership key competences and workplace behaviour. She provides employers with psychometric insights in the areas of Leadership Development, Workplace Behaviour, Recruitment, Sales and Customer Service, Client Relationship, Workplace Emotional Climate, and trains HR professionals in test interpretation.
Camelia leads work with individuals and organisations in NZ.
Related Services
Organisation's Core Ideology
Determine the “invisible rules” by which everyone is adjusting their attitudes.
Organisational Structure & Design
Gain clarity of key functions, roles and reporting lines.
Governance Planning and Coaching
Adopt the best attitudes and systems to deliver effective governance.
Emotional Intelligence Assessment and Development
Adopt the best attitudes and systems to deliver effective governance.
Related Services
Organisation's Core Ideology
Determine the “invisible rules” by which everyone is adjusting their attitudes.
Organisational Structure & Design
Gain clarity of key functions, roles and reporting lines.
Governance Planning and Coaching
Adopt the best attitudes and systems to deliver effective governance.
Emotional Intelligence Assessment and Development
Adopt the best attitudes and systems to deliver effective governance.