Change Management

We deal with projects, innovation, development, growth, …thus with change

Change is the heart of all our interventions and of services that we deliver. To support our clients on their way of change and progress towards a final objective, the full set of our actions is based on a Systemic Change Management Approach, with two possible levels:

  1. We integrate our activities with knowledges, capacities, experiences, best practices and key tools, coming from Systemic Change Management;
  2. We deliver specific and tailored services of Systemic Change Management to clients.

Our services of Systemic Change Management

Capacity Development in Change Management: Customized interventions, aimed at building specific technical skills for the realization of changes according to pre-established objectives; for the implementation of transition processes from non-functional situations to renewed conditions; for the integration of new technologies, approaches or processes; for problem analysis and solving; for management optimization; for the development of performing professional environments.

Change Management: support to companies, universities, public structures, associations and international organizations that are facing or wishing to implement a path of innovation and change.

Change Management in European research and innovation projects: development of action plans and strategies to foster the integration and usability of the project results in the socio-economic targeted context, to reduce resistance to change and risks of failure, and to make the innovation process effective and sustainable.

Change Management in international development cooperation projects: risk analysis and development of strategies to prevent and reduce resistance, and to promote the ownership, real implementation and sustainability of the development process.

 

 

What is Change Management?

 

It is the bridge between the solution and the result.

 

  

Change Management creates (throughs a set of procedures, knowledge, tools and strategies) the conducive environment to lead a project, and idea or a process to its full implementation and sustainability.

 

Any growth, innovation and development project aims to trigger a change, to solve a problem or meet specific needs.

To change, the involved system (it can be a company, an organization, a public or private body as well) has to transform part of its relational and organizational structures, and this can be done only if people change. If individuals do not convert their way to behave, act and interact, even the most brilliant idea cannot generate positive and sustainable outcomes.  

 

People are the key element that link a project to the correct achievement of its goals, which connect an idea to its real success or the solution to the result.

 

The perfect solution, alone, is not enough. 

What is the main objective of Change Management?

It is the complete and sustainable attainment of the desired goal.

 

The support of a Change Manager during the realization of a change project or process:

 

  1. Has an important impact on the overall quality of the change design phase, in terms of effectiveness, feasibility, relevance and sustainability of the results;

  2. Promotes the modification of the organizational and relational structures that are decisive for the realization of the change;

  3. Develops information, awareness and cross cutting skills, which are essential to implement change, understand and solve problems, optimize management and achieve the objectives;

  4. Prevents and limits resistance to change;
  5. Supports the consolidation and sustainability of change into the targeted systems;
  6. Strengthens the autonomy and self-management of systems in managing their own growth and change process;
  7. Reduces the risks, costs and resources needed to change;

 

At what stage of the change process does the Change Manager act?

The Change Manager can act:
• In the problem analysis phase, when the identification of the solution is the goal;
• In the implementation phase of the change process, when the objective to be achieved has already been identified (the project, the idea, the technological or process innovation, etc.) and must be implemented into its target context;
• In the design phase of the change intervention, of the technological or process solution, of the actions and objectives. at this stage, the role of the Change Manager is particularly important, since:

  1. Facilitates the correct inclusion, motivation and participation of stakeholders;
  2. Strengthens the process of problem analysis and identification of the solving intervention;
  3. Facilitates the identification of the needs that must be met;
  4. Facilitates the identification of available resources;
  5. Strengthens the ownership of the change contents by stakeholders.

All the above-cited five points represent important aspects of the project design, since they underpin its effectiveness, relevance, feasibility and sustainability.   

 

(See Change Management).

 

What is Change Management about?

 

  1. Organisational Change, which is about systems change;

  2. Individual Change, which is about the people side of change;

  3. Change competency, which is about the development of a change based approach and a culture of change inside systems. In this way, change is not anymore a transitory process, but is fully integrated into the management of systems, thus making them much more flexible, capable to renovate and adapt to new internal or external situations.

 

What are the skills we offer as Change Managers?

The skills we offer as professionals of change are the Change Management techniques to which we integrate a series of consolidated knowledge and skills in:

  1. Project design and PCM (Project Cycle Management) for development and innovation;

  2. Management of communication and relationships;

  3. Management if Systems;
  4. Counseling,Coaching e Mentoring;

  5. Training.

     

     

Tools and readings about Systemic Change