I promise I will not mention the C word today because let us face it – we are TIRED of hearing about it, but I will say these are strange and unusual times and we are all adapting to the best of our ability. Since the world changed (that is not the C word I was talking about!) around us late February companies have been re prioritizing how they work and what they work on.
I have had daily phone calls and emails from Change Managers who have been let go due to their projects being put on hold or shelved completely. I understand that companies need to take a breath, work out what is critical to their survival, but I do think that letting go of all their Change resource is one of their biggest oversight. Change Management is not just ticking boxes to ensure that the communications and training is all sorted on a project, there is so much more that your Change Resource can offer.
During these unsettled times one of the most important things you have as a business is your people. Be it growth or reduction in your business – HOW you do business is changing. This is impacting your staff in all areas – from WHERE they work, HOW they work, WHAT they are working on and WHY (believe me your cultural and values and vision will need to be worked on as they all will be changing!).
So with all these balls in the air – how could getting a Change Manager help you? Well here are just some areas of your business that could utilise a Change Manager to help them move forward.
Having an experienced Change Consultant working closely with your CEO/COO/CTO/CMO/CDO/CIO enables your company to have access to someone who understands a broad range of business issues that are impacting your clients and internal staff.
They are able to be an unbiased sounding board to leaders, a coach and mediator particularly during these unprecedented times.
People & Culture
A Change Manager can work closely with P&C to help on a range of immediate issues from helping coach the business on the “new way of working” from home, any new operating models, culture change, health and wellbeing programs, diversity, retaining or getting engagement of staff.
Some Change practioners have psychology and HR backgrounds so understand the pressing needs within this business area.
Shelving projects is the first thing most organisations do, and need to as they adjust their vision and strategies in this “new world”. But letting their Change Managers go is definitely something they shouldn’t be doing. A Change Manager can work closely with the PMO Manager putting together a interim change plan across all the remaining programs. They can work with them to pull together some alternative ways to achieve their results (quick wins) or coach the PMO on how to present to Boards/Committees.
They can help coach the remaining permanent project staff when new process/technology change impacts this business area.
All businesses have a product to sell and due to the challenges we are experiencing a company’s sales/marketing and digital channels all have to adapt and change course (NOW). Having a Change Manager working with each team, developing a change strategy for each division and working closely with both Manager and team will ensure continuity across the business and streamline communication and vision and help work through resistance.
Disruption brings opportunity
So capitalize on it by bringing in the right help – and a well qualified and experienced Organisational Change Manager is a very good start to help achieve your success.