SUPPORTING BUSINESSES NAVIGATE PAIN POINTS OF EACH STAGE OF GROWTH

Change Management Support

What is Change Management?

Change Management is the process of getting management & employees ready for some upcoming change. 



It involves both mental readiness and knowledge & skills required to competently operate in future state. 

Does Change Management Really Matter?

Approximately 30% of projects successfully achieve the expected outcomes they were designed to delver.

30%! 

Statistically, that could mean 1-in-every-3 projects you undertake will be successful.  But that's not how this average is likely to work. 

Companies that successfully deliver projects are more likely to deliver more successful projects e.g., 2-in-every-3.  Less successful companies are likely to deliver 1-in-6 projects successfully.  

What's the Difference Between Project & Change Management?

Project Management delivers outputs.  Change Management ensures those outputs are embedded into BAU processes & used in the desired manner, to achieve the expected outcomes of the project investment.

For example, you want to use AI to automate tasks & free up 30% of a role to deliver higher value activities. 

Project Focus:  to select the right AI tool, create prompts & to train AI to recognise good vs bad results.

Change Focus: train users up on AI tool, to deliver work outputs using re-designed process & let go of old process.

Common Outcomes without Change Management:

1. AI system installed but nobody uses it
2. AI & old approaches run in parallel i.e., done twice

How is this service delivered?

Change management principles are usually embedded into other services, to maximise your success. 

Can You Train Our Managers on Performance Management?

In short, yes!  There are several key skills to managing & developing performance. 

1. Designing effective objectives: seems easy but many managers struggle, particularly behavioural change
2. Giving effective feedback: truly developing someone's potential requires honest feedback
3. Evaluating performance consistently: one manager wants to be liked by all while another wants to outshine their team.  You want consistency!   

How Should We Introduce Performance Management?

If you've introducing performance management for the first time or introducing Role Dimensions within an established process, timing & messaging matter to a successful implementation.  As an accredited master of change, Irial will help you plan your communication messages & logistics.

When introducing Role Dimensions, we typically recommend an amnesty for first 6 months i.e., even if there is an issue with a specific role dimension, it may be first time its been brought to employee's attention. 

Plan for Performance Management

Ready to take the leap into introducing performance management or role dimensions?  Book your 30-min Planning Call Today. 

Book a 30-min Clarity Meeting

Have questions that a 30-min chat would resolve?  Book your call now.