People side of change
Change fixes the past. Transformation creates the future.
I’m a strong PROSCI® Certified Change Management Practitioner with a great track record of leading cross-country change management programs. In my 19 years of digital experience I spend the last 10 years working with change and operational excellence across Europe.
As interim change consultant I’m helping organizations in defining and implementing change management strategies.
My passion lies on the border of new technology, data and business. I find it fascinating how new technology and its application continually change the existing world. My motivation is to change organizations and improve results by integrating technology and data into the business.
Change Management
PROSCI® Certified Change Management Practitioner
Digital Transformation
Integration of digital technologies throughout the company, which fundamentally changes the way of working and creates more added customer value
Operational Excellence
Operational Excellence is the conviction of an organization to want to excel in its products and services to its customers
Why Change Management
Increases the likelihood of
achieving your transition objectives
Initiatives with excellent change management are six times more likely to meet objectives than those with poor change management.
0
Success Projects
0
Implemented Processes
0
People changed
0
Countries
5 plans for Change Management
Take action and implement
It’s is important to use the right tools or activities to move an individual through the ADKAR model.
Each of the 5 change management plans will help drive certain elements of the ADKAR model.
Communications Plan
Articulates key messages that need to go to various impacted audiences. It also accounts for who will send the messages and when.
Sponsor Roadmap
Outlines the actions needed from the project’s primary sponsor and the coalition of sponsors across the business, with details on visibility, communications and more.
Training Plan
Identifies who will need what training and when. The training plan should be timed to allow for awareness and desire building before employees are sent to training.
Coaching Plan
Outlines how you will engage with and equip managers and people leaders to lead the change with their individual teams.
Resistance Management Plan
Provides a strategy for anticipating areas of resistance, and then proactively and reactively addressing resistance, with specific activities targeted at potentially resistant groups.
Microsoft Dynamics CRM
CRM implementation in 18 markets
“The success of implementing a CRM is not dependent of the systems itself
but by the acceptance and willingness for behavioural change of the end user”
Change management process
Organizational change management
Organizational change management is a process for designing and implementing change management activities
that affect broad groups of employees to enable adoption and proficient usage. These activities include:
Preparing for change
- Readiness assessments, risk assessments and strategy development
- Identifying and preparing change management resources
- Creating the necessary sponsorship model and preparing sponsors to effectively lead the change
Managing the change
- Preparing a communications plan for the project
- Creating a roadmap for all key sponsors of the change
- Developing a plan to help managers and supervisors coach employees through the transition
- Creating a training plan
- Developing a resistance management strategy
- Integrating change management with project management
- Executing the plans to drive adoption and usage
Reinforcing the change
- Collecting and analyzing feedback, auditing compliance, and measuring performance
- Identifying root causes to resistance and addressing those points of resistance
- Celebrating successes and transitioning the project over to day-to-day operations
Prosci ADKAR® Model
Individual change management
Individual change management manages change at an individual level, with each employee.
Successful individual change involves five elements that serve as the sequential building blocks of individual change.
When all five elements are present, the individual has successfully transitioned through the change. This change model is referred to as the Prosci ADKAR® Model and consists of:
Awareness
Awareness of the need for change
Desire
Desire to engage and participate in the change
Knowledge
Knowledge on how to change
Ability
Ability to implement the change
Reinforcement
Reinforcement to sustain the change
Get in touch
Let’s work together
If your organization also need more growth, change and operational excellence please contact me
marcel@ change-consultant.com
