Blue Ice Consulting

Change Management in 2015 --->

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“Be not afraid of moving slowly,
be only afraid of standing still”

Chinese Proverb


Continuing the theme of Chinese wisdom, the Chinese word for ‘change’ is composed of two juxtaposed characters, one representing‘danger’,

and the other ‘opportunity’.

          

          DANGER  +   OPPORTUNITY

Change is the new constant... we are either ahead of the wave of change, the creator of the wave itself, or find we are being overwhelmed or even drowned by it!

There’s a huge difference between being the instigator and leader of change versus being on the receiving end of unwanted, uncomfortable or painful change.

At Blue Ice Consulting we recognise this, and many other critical aspects of change management, and so every programme, workshop or team event we run is, of necessity, tailored to our client’s specific situation.

That said, there are a number of principles, processes, tools and techniques that have proven to be valuable and relevant to all organisations who are instigating or responding to change (see sample programme below).

The key is to keep it relevant, practical and action-oriented, and for participants to leave the workshop having mapped out their own ‘Personal Action Plan for Change’.

 

People and Tools / Hearts and Minds…

Our philosophy is centred around the human response to change.

We focus on building the capacity and capability of people to manage themselves, and to lead and manage others, through change, whether this is self-driven or imposed.

 

The second part of the ‘change equation’ involves equipping people with a proven ‘toolkit’ of practical change management tools and techniques.

Your change initiative will succeed or fail based upon the human response to change, and upon whether your people have the tools they need to make successful change happen.

 

Our Change Management Programmes Often Include…

  • Contextualising and clarifying the specific change challenge the organisation is facing within broader global business, economic, social, technological, environmental and political changes
  • Allowing individuals to explore their own perceptions of, and reactions to change in general, and what this specific change means to them
  • Enabling individuals to assess their own natural capabilities and skills in leading and managing change, and to identify how they can best approach this specific change challenge/opportunity
  • Different types and scale of change
  • The distinctions between ‘Hearts’ (emotion) and ‘Minds’ (logic) of change, and how to leverage both
  • Change management models – providing frameworks for thinking and planning
  • Understanding individual reactions and behaviours to imposed change
  • Leading people through the ‘Change Curve’ to a successful outcome
  • Dealing with human resistance to change
  • Key role and behaviours of change leaders
  • 10 absolute requirements for change to succeed
  • Setting and communicating an inspiring Vision for change
  • The ‘Change Equation’ – a fundamental and critically important model
  • Communicating throughout change
  • Change Tools including, but not restricted to:
    - Pareto Analysis
    - TOWS Analysis
    - Fishbone Analysis
    - Circles of Control and Influence
    - Force-field Analysis…
  • Managing Stakeholders throughout change
  • Creative thinking and problem solving to overcome blockages and barriers along the journey
  • Embedding, reinforcing and anchoring change

As with all of our programmes, the theory is applied live during the workshop on the specific change situation that the organisation and its people are facing.

Consequently, participants leave having spent a good deal of time thinking about, analysing and discussing the real life issues and opportunities that they are facing, and with an Action Plan for Implementation.

 

How Will Blue Ice Consulting Help You?

It is highly likely that your organisation is currently either driving internal change, or responding to challenges in the external environment.

How well are your managers and staff coping with this, particularly if the change is being driven from ‘the top’?

 

Are your internal change programmes on track, or could your leaders, managers and staff do with some time out to re-think approaches and strategies and an opportunity to sharpen or add to the tools in their change toolkit?

If it’s ‘time for a change’, we’d happy to chat this through with you; there’s no danger in picking up the phone... and every opportunity!