Change 360  eBooks and Consulting

Our
Consulting Services

There's a big difference between the way large consulting firms operate as compared with a small one like ours.  The big firms that have a change management practice, primarily want to manage the implementation of a large change initiative or several related change initiatives for you.  They want to place a team of their consultants in your organization and manage change with their consultants.  In essence, you outsource change management.  Depending on your circumstances, this approach might made sense for you.

However, there are two big drawback with this approach.  First, it's very expensive.  Second, it does little to transfer the knowledge of how to manage change to your firm.  Aside from the consulting fees, the next most important business objectives of large consulting firms is training their junior staff.  So, most of the knowledge transfer about how to manage change can go from your consulting firm's senior consultants to their junior consultants - at your expense, rather than from the them to you.

The way we look at our small consulting practice, we are in the knowledge transfer business.  We don't have a large staff of consultants we can use to manage change for you (which also means we don't have to worry about getting our clients to pay for the training of our consultants).  What we can do, is transfer knowledge to your staff so they can manage change fast and effectively.  Particularly if your organization is serious about developing change management as a core competency, transfer of change management knowledge should be a primary objective.

Of course, the specific nature and amount of consulting assistance you will need can only be determined through discussions, but how can we get started?  One approach is for us to prepare a half-day executive briefing about change management for a small group of potential change sponsors in your organization or at an executive retreat.  Another idea is a one or two-day seminar on change management, or a one-day seminar to train change agents.  Any of these approaches would be based on presentations tailored to your specific requirements.

Another way to get started is with a diagnostic/planning activity.  This would involve measuring your organization's present ability to assimilate change using the Change Readiness Survey and, based on the results, establish a development plan.  This is a important step prior to planning the implementation of a large change initiative or developing specific plan and timetable for developing change management as a core organizational competence.  A similar, initial assignment would be to conduct a Performance Environment survey combined with a plan to develop a high performance organizational culture that maximizes discretionary effort.

By way of summary, there are two basic kinds of initial projects we can be asked to conduct.  On one hand, we can conduct a seminar or executive briefing. On the other hand, we can conduct a combination diagnostic/planning project.  After using one these approaches to establish a working relationship, we can move on from there.

Some types of initial consulting projects include:

Executive Briefings

Change Management Seminars

Performance Management Seminars

Change Agent Training

Capacity to Change  Diagnosis and Planning

Performance Environment Diagnosis and Planning 

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