CHANGE MANAGEMENT

Organizational transformation and improvements of the system always imply changes that should be made and implemented. Success of such projects greatly depends on whether or not and in what way the changes are managed. By applying positive practice and significant change management methodologies, success is achieved and goals met in transformation and improvements project

  • Change has not been planned, the vision of a future state is not clearly defined,
  • Employees’ confusion, resistance, stress; goals of the change have not been communicated,
  •  Middle and low-level managers, as well as the employees, are not involved in planning of change,
  • Organizational change does not give expected results,
  • Managers and employees resist change,
  • Lack of trust and interest, as a result of failed previous initiatives,
  • In practice, changes are just initiated, but few improvement projects are successfully completed,
  • Key bearers of change have not given necessary and sufficient contribution to the success of change,
  • Change has been made, but not followed up, maintained and established as a new state.
  • Defining a vision of change, future state and steps to the goal,
  • Defining plans of change, sponsors, bearers and agents of change,
  • Communicating plans with bearers and important change participants,
  • Defining and communicating the need for change and its significance,
  • Analysis of important participants of change and management of all phases of change,
  • Preparation of change through logical and motivational arguments for significance of change,
  • Developing a sense of importance of early start of change in bearers and participants,
  • Defining potential deviations from the plan, monitoring and managing change,
  • Guiding behaviour towards desired forms, which should support the success of change,
  • Establishing a system to implement and maintain the changed state and solutions,
  • Encouraging following phases by using and communicating achieved results.
  • Faster and more efficient realization of organizational changes and system improvement
  • Creating optimal conditions for further development of the company and achievement of future goals
  • Gaining competitive advantage, increasing efficiency and effectiveness
  •  Building a company adjusted and open to change and improvements
  • Creating an environment in which managers and employees are open to change