The first phase is called Explore. Here, we help you build a strategy and craft a plan for your change. This should be treated as a distinct project with its own accountability and deliverables.
- Define Change Scope and Objectives
- Change Management
- Change Leadership Plan
- Identifying and committing to key change behaviours
- Stakeholder Engagement Plan
- Champions Plan
- Communications Plan
- Training Plan
- Measurement Plan
- Reinforcement Plan
The second phase is called Transform. In this phase you execute against the strategy and plans for your change. These are typically flexible in nature and move as projects move into full flow.
- Delivery of Change Management Plan
- Delivery of Change Leadership Plan
- Delivery of Stakeholder Engagement Plan
- Champions Program Activities
- Delivery of Communications Activities
- Delivery of Skills & Development Activities
- Coaching Leaders and Role Modelling Change
The third phase is called Anchor. This phase is critical for reinforcing the behaviours, activities and effort for your change and embedding it into the culture of the organisation, sustainably.
- Focus groups, feedback loops
- Rewarding and recognising behaviours and efforts
- Success stories built
- Follow-up lunch & learn sessions
- Reporting to Senior Management
- Measurements of Success
- Reinforcement Activities
- Corrective Measures
No leader in their right mind would compete in the marketplace without a clear business strategy, yet many undergo multimillion dollar change efforts without a clear change strategy.
Building an effective change strategy will accelerate your change and reduce its cost. It will increase your effort’s efficiency, speed up your launch, remove unnecessary or redundant activities, and engage your people on the ground. Your people strategies are as important as the content of your change. Without your people being ready, willing, and able to make the change, your business solutions will never get implemented successfully. Most change efforts fail because of lack of attention or skill applied to the people dynamics.
Change Strategy includes people’s emotional reactions to the change, how to address the changes in mindset, behaviour, and culture that your future state requires, how to engage your people in design and implementation, and how to ensure commitment and capacity to change. We’ll help you develop effective change strategies through an approach that’s thorough, action-oriented, and comfortable with debate and ambiguity.
The oldest emotion of mankind is fear, and the strongest kind of fear is fear of the unknown. So, employees resist, and with good reason. They have had changes slammed on them before which were tactically driven out of senior leadership or the technology department, masked as good for the business but in reality, felt more like a rouse masking a deeper operative at play, like job losses or headcount reductions. We’re here to make fear-inducing, anxiety-stimulating, resource-sucking digital projects dropped like an anchor on employees a thing of the past.
People don’t fear change they fear the unknown. If they knew how good the future would be, they would welcome the changes necessary to get there. But we understand that the complexity of dealing with humans is more challenging than any technology ever could be. Put the emotional side of change at the heart of your digital transformation and watch resistance transform into a universal respect, excitement and passion for your project and the digital future of your organisation.
Over 20 years of organisational change dealing with hundreds of thousands of employees’ fears and resistances, we have well and truly learned the patterns. You will be the team that made a difference to your employees, respected for giving them new solutions and the skills to execute on their tasks.
Your project will have a feeling of completeness as employees actually want to embrace your digital transformation.
And you will have a truly strategic digital project that takes into account the fears and skills requirements of employees, the way that you all deserve.
Change leaders might not be who you think they are. Leading change is the ability to influence and enthuse others through personal advocacy, vision and drive, and to access resources to build a solid platform for change. While most good managers try to keep things under control, change leaders are determined to shake things up.
It’s important for change leaders to understand the need for change and demonstrate a high tolerance for ambiguity and a positive attitude. Change leadership also means defining areas for change; managing change initiatives smoothly by anticipating, preparing and responding effectively to roadblocks; creating an open, receptive work environment; and involving people at all levels in the change initiative. At higher levels managing complex change involves understanding cultural dynamics in play and developing practical strategies to achieve the best advantage for the organisation, as well as those working on the change team.
Progress occurs when courageous, skilful leaders seize the opportunity to change things for the better, but the leader of today holds a myriad of responsibilities on change projects, all of which are critical to ensuring change success. The real challenge is how to support successful change leadership and drive organisations through change. Our very seasoned team are adept at helping you lead through change, from coaching top management to champions programs and stakeholder influencing, we will help you with the steering of the ship.
Communications which simplify complexity and inspire employees to embrace change. We truly stand against dry corporate communications, and we refuse to produce the tiring chronologies of facts and decisions in blanket emails that you so often encounter in business. We’re here to support you through the art of creating communications content with a wow factor and the science of crafting impactful narratives to actually inspire and influence employees through complex change.
Storytelling is an ancient method of communication that stretches back through the mists of time, from the epic tales of Homer’s Odyssey to the anonymous Anglo-Saxon poem Beowulf, and as long as mankind has existed, so too have stories and the desire to hear them. Stories are how our primal brains evolved to understand information and reading or hearing stories activates areas of the cortex that are involved in social and emotional processing. In a process-driven business information age this artform has taken a backseat, but the human psyche has never changed and storytelling continues to be the single best way to sell an idea or articulate a concept to individuals and groups of human beings.
Storytelling connects with people and builds trustwhen change is afoot. Connection and trust are intangible, felt experiences, with a tangible, hard impact on your employee base. These two factors lead to confident decision-making, mutual empathy and a collective understanding.Our overriding experience of working with clients is that they are usually amazed at how fast a story emerges and how that story gives, what is often a complex communication problem, meaning and clarity. Through the Katapult Partners storytelling five-part framework, we will help you inspire confidence in your employees through stories. We show you how to discover, craft and deliver communications that move people to truly embrace your changes.