ORGANIZATIONAL CHANGE MANAGEMENT (OCM)

Business transformation starts and ends with People.  While Technology and Process are essential for true transformation, helping people adapt and embrace change is the key to sustainable success.  At Nitor, our Organizational Change Management strategies create an intentional and structured approach to address the impacts associated with a move from where your team or organization is today to where you want to be in the future.

 

Nitor’s Organizational Change Management principles ensure that your associates are prepared to make lasting change.

 

A change management plan that is built only at the corporate level (a “one-size-fits-all” approach) will dramatically decrease effectiveness. A full Stakeholder and Cultural Assessment will define the individual beliefs that drive individual behaviors, so it’s important to understand the current environment and challenges at play in the organization.

Communication Development Alignment Assessment OCM Organizational Change Management

 

The Communication Strategy will be designed to drive consistent messaging (i.e., key messages) to all levels of the organization. Visible and active sponsorship is a critical success factor; therefore, we will seek to engage and equip local change champions to facilitate ongoing, two-way communication with employees.

 

The goal of the global Development Strategy will be to create a sustainable framework so that training can be developed, and knowledge transfer can continue long after our engagement ends.

 

Finally, change often requires Alignment of new skills and experiences to ensure ongoing success. Nitor’s OCM team can assess associate skill/competencies, and create updated talent management resources including position descriptions, performance management documents and position recruiting templates.

Click on an Area Below to Expand and Learn More

Assessment

Any change in process or technology will be met with a “mixed” response from your associates. An effective change strategy must be grounded in a full understanding of the past experiences and prevailing beliefs held by those who will use the new process or technology.  Our OCM methodology include:

 

  • Structured interviews to understand culture, support and resistance
  • Competency assessments to measure skills and identify gaps to future state
  • Tools to identify and manage key stakeholders (internal & external)
  • Reviews to inventory the various changes and impacts to performance
  • Tools to monitor and address buy-in and change readiness

Communication

From sponsor alignment to a targeted, multi-channel communication plan including development of a brand image, we work to drive consistency and trust in all communications. Communication is key, and we ensure all bases are covered by:

 

  • Defining initiative success criteria and timeline
  • Building a strategy and plan for project communications
  • Ensuring visible and engaged leadership/sponsors “out in front”
  • Establishing and managing a “network” of change agents
  • Developing key project messages for primary audiences
  • Building branding of program to increase ownership and awareness
  • Driving involvement by emphasizing two-way dialogue

Development

Training and development plays a major role in our Change Management tools and we go beyond simple training materials by also including:

 

  • A blended learning approach to address skill needs
  • Strategy and planning for training delivery (multi-channel)
  • Developing SME capability to enable knowledge transfer
  • Creating an ongoing support structure for sustainable change

 

Often, traditional training efforts fall short of expectations because associates don’t have access to reference and refresher material. We partner with you to ensure knowledge sharing occurs long after the training “event”.

Alignment

Sustainable change most always requires a fresh look at your organization’s talent management tools. Our practitioners work with your human resources team to review and update tools including:

 

  • Reviewing organizational structure and roles to ensure future state
  • Aligning performance goals to promote buy-in/commitment
  • Establishing mechanisms to ensure consistency across regions
  • Developing and measuring program success metrics

Measurement

Unlike most Organizational Change management consulting firms, Nitor knows there is more to measurement than just “checking the box.” We will help you develop metrics for not just adoption (i.e., “Are people using the new process/technology?”) but also utilization (i.e., “Are people getting the most benefit from the new process/technology?”).

 

The goal is to drive towards commitment rather than simple compliance. This is the difference that will create lasting and sustainable change in your organization.

 

Measuring Change OCM

Read our latest blog, Global Change Management 101

 

And read our OCM Case Study:

NitorAurora_Doc_Thumbnails-01