Managing Change

Organisational Culture & Managing Change

DST people coaches work with organisations facing change to increase awareness of their role in preparing for and managing change, especially their need to engage with their staff to ensure that employees have clarity, guidance and awareness in times of change. Managers have a key role in ensuring a smooth transition to new standards and systems of work and/or ways of behaving.
They may not design the vision or strategy; however they usually play an integral role in change implementation.

With over 75% of change initiatives failing, managers need practical tools that can be deployed easily and alert them to barriers or problems. These tools include stakeholder analysis, communication plans, risk analysis, force field analysis, impact analysis, skills analysis.

DST people Change Management programs offer a practical solution to navigate organisational and cultural change initiatives. Identified stakeholders will:

  • Understand the key principles in managing change and audit a current project against these principles.
  • Identify their own responses to change in the workplace and at a personal level.
  • Audit their own skills in managing change.
  • Become aware of the impact of change on self and others.
  • Assess current capability of self in managing change against a set of change competencies.

How does DST people Managing Change work?

Step 1. Agree key stakeholders in the change process and the program scope.
Step 2. Culture Survey: both ‘now’ and ‘ideal’ to identify key responses to change.
Step 3. Identify how people may behave during the change process. Who will best lead the change, who will best see the problems associated with it, and who may struggle during times of cultural transition.
Step 4. Workshop sessions integrating key stakeholders to develop understanding, skills and knowledge in preparing for the change, planning the change and managing the change.
Step 5. Develop and implement a practical list of actions to improve the management of change in the workplace immediately.
Step 6. Identify the cultural and other barriers to change and provide appropriate techniques, support and actions to reduce resistance and increase engagement.
Step 7. Apply appropriate planning tools (risk management, communications plan and skills analysis) to a change initiative.
Step 8. Action planning is undertaken to ensure optimum success during the change process.

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