Change Management Approach
Integrating both System and People Change
Trail Guide to Facilitate the Change
Neuroscience impacts organizational change efforts. The human brain is hardwired to resist change. When change is introduced, it often triggers a fear response, which is why most of us are so resistant. Jacob Shriar explains: “As soon as something new happens, our brains automatically start trying to compare it with previous things we already know and are familiar with. This process of comparing the two actually uses up a lot of energy in the brain.” This mental fatigue can then increase our fear. No wonder people groan and internally panic and want to ignore organizational change.
You are leading a substantial change for your organization. You expect resistance. You need someone to help you ‘see around the corner.’ How much time and money will you save with a proven process and a coach at your hip?
Our proven approach integrates both parts of the change, managing the organizational strategic change and facilitating key stakeholders through the personal process of transition to ensure the systems change and the people come along as well.
Organizational Change
We utilize the LaMarsh Global Managed Change model to bring control and confidence to your transformation project.
Identify the Change: Understand your situation through a new lens. Create a clear map of where you are and want to go and how you will steer the change.
Prepare the Change: In order to execute, you need a coalition with the right talents, direction, and motivation.
Plan the Change: Identify the common points of resistance and use proven strategies to mitigate the resistance on your initiative.
Implement the Change: By engaging and developing your sponsors and using the right ways to clarify, motivate, and educate your organization through the change.
Sustain Performance: It takes intention to ensure it sticks.
Stakeholder Transition Coaching
While change is everywhere, often people respond by going through a transition similar to the stages of grief. It is an individual process where folks let go of the past and begin to see themselves as part of the change. There are 12 stages of transition. Key sponsors sometimes need some dedicated time to be heard and supported through this transition curve, so they can move themselves forward and ultimately help you drive to the new vision.