Organizational Change Management - Business Change Management

Change Management

Because the rate of change is constant and because people alignment is critical, organizations need a structured approach to engage, manage and drive the people-side of major initiatives.

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Building a change management mindset begins early in any effort – prior to development of new project ideas. It should begin with building an organization of leaders who understand:

  • How to lead and manage change
  • How the intersection of strategy, culture and job performance align within an organization
  • How to embrace change-oriented talent, structures and tools
  • How to engage, communicate and measure
  • How to develop the right governance framework to make it work

This people-oriented foundation supports all your efforts going forward. It builds alliances, breaks down silos and provides the processes and tools your business needs to be successful.

Our change management services can help you build that strategic foundation and guide your most challenging enterprise, program and project-level people transformations. We’re strategic. We’re creative. We’re flexible. And we work with you not just to design but successfully implement change that creates lasting transformation.

The Goals of Change Management

Our organizational change management consulting approach is iterative, embraces agility and involves ​people at all levels in fostering alignment and adoption, minimizing business risk and impact. Our goal is to​

  1. Drive leadership vision alignment and change strategy​.
  2. Activate sustainable change networks throughout the org​anization.
  3. Foster continuous two-way communication and engagement​.
  4. Implement learning as an on-going initiative versus a one-time event​.
  5. Measure readiness and adoption throughout the initiative’s life cycle​.
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People Transformation

For change to last, our change management consultants will partner with you to transform how your organization engages leaders and employees — helping you encourage people to think and act differently while getting everybody excited about the change.

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Our Business Consulting Services address a company’s end-to-end business needs. We provide comprehensive services to support your business to drive people, process and technology considerations.

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Why partner with us?

We understand there is no one way to design an effective people and change strategy for all companies. It has to fit your company culture, match your values, and integrate with your long-term strategic goals. Every organization has unique transformation needs that require a partner to meet those challenges.

That’s why we work together to develop the right solution for you, which includes:

Your People

We know most changes require complex people solutions that incorporate and consider leading-edge change management, organizational design, business process, project management, talent development and technology to create the right solution for you.

Success Metrics

We make sure your business needs will be met by developing key success metrics and reviewing these throughout your project’s lifecycle. This way you know if we are successful and where the challenges lie every step of the way.

Unique Needs

We will meet you where you are at and craft the right people solution based on your organization’s change maturity, budget, and desired outcome.

Lasting Value

We dive in to provide the greatest value for your organization regardless of the team. We will mentor and guide your internal team to develop key skills and support other vendors in the process to provide an unmatched experience.

Rethinking Business Transformation: Foster Business Agility Within Your Culture’s DNA

As organizations continue to evolve, leaders must encourage and prepare their teams to adapt and transform the way they work in real time. To do so, you need a culture of agility, which ensures teams can embrace business transformations in real time.

 

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Transformation Solutions of All Types

Our teams have supported people transformation solutions for all these needs:

 

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Metrics, Metrics, Metrics

There are many ways to measure change success. The trick is choosing the right metrics – to measure change effectiveness, engagement, adoption and sustainability – and begin early on the path to sustainability. This allows organizations to:

  • Reduce risk
  • Understand challenges early on
  • Handle unpredictability
  • Ensure alignment
  • Acknowledge, celebrate and share our progress

Measure change every step of the way…

We don’t wait until the end to see if the foundation is sturdy. At every step of the way, we ask: Is this working? If not…let’s change it.

To us, that doesn’t seem too radical.

Blended Well With Our Experts

Centric resources were able to quickly assess our needs for an in-flight technology implementation and immediately add value to our program – spanning areas such as requirements definition to training. The resources worked well with a mix of internal stakeholders, project sponsors and technology experts to support an aggressive implementation timeline. Centric’s knowledge of the technology platform was crucial in their ability to drive us to a successful launch.

Sheryl Markov, SVP, Head of Marketing Operations, Northern Trust

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A Long-term Relationship for Long-term Growth

Over our 16-year partnership with Centric Consulting, Centric has provided our company with qualified, seasoned leaders across multiple disciplines, including business analysis, data management, program management, and change management, and has led implementations of some of the most complex change programs. They have partnered to integrate and move large, complex customer portfolios from multiple business and product areas, realizing hundreds of millions of dollars of operational synergies in the process. Centric stands behind its company values and always goes above and beyond for the client, even if it results in short-term pain for the company.

Vice President, Enterprise Strategic Programs

Organizational Change Management FAQs

What is your approach to managing organizational change?
Our approach to organizational change management is flexible, iterative, embraces agility and involves people at all levels. We focus on our goals of driving leadership vision alignment, activating sustainable change networks, fostering continuous communication, implementing on-going learning, and measuring readiness and adoption.

How do you ensure alignment between leadership and change initiatives?
To ensure alignment between leaders and change initiatives, we start by ensuring leadership understand how to lead and manage change; how strategy, culture and job performance align; how to embrace talent, structures and tools that are oriented to change; how to communicate, engage and measure; and how to develop a governance framework built on change.

Can you provide examples of successful organizational change management projects?
Yes, we recently worked with a company that provides AI software for pharmaceutical sales professionals, which needed to change its operating model and organizational design to accommodate increasing demands. Beyond helping with the organizational redesign, we also worked with them to implement a change management strategy so that the organization’s team members and leaders were aligned with the changes and ready to adopt. As part of this work, we worked closely with the executive steering committee and a team of more than 30 engineers, sales professionals and project managers to overcome resistance to the updated model. The organization successfully adopted the new operating model and updated processes, relieving an overtaxed workforce, establishing alignment with key leaders and creating space for sustainable growth.

What methodologies do you use to foster employee engagement during changes?
To foster employee engagement, we activate change networks throughout the organization and ensure there’s continuous two-way communication and engagement throughout the change. We also implement learning as an ongoing initiative rather than a one-time event so that even when the initial change activities are over and the shift is implemented, your team members are consistently involved.

How do you measure readiness and adoption throughout the change lifecycle?
We measure change every step of the way to make sure the shift — as well as our change management strategy — is just what your organization needs. We measure your team’s willingness to adopt the change and design adoption plans based on their resistance and what is causing that resistance.

What strategies do you use to minimize business risk and impact during change?
We minimize business risk by ensuring leaders are aligned with the vision and change strategies, creating sustainable change networks throughout the organization, nurturing consistent communication and engagement, establishing continuous learning initiatives and measuring adoption and readiness throughout the project’s lifecycle.

How do you support the development of internal change management capabilities?
With our Enterprise Change Management service, we can help you develop an internal change management capability so you can lead and manage change. To do so, we help your team members and leadership see change management as part of their day-to-day routine so you can reduce your reliance on external consultants.

 

Not sure what you need? Let’s figure it out together.

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