Organizational Change Management

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An organization that undertakes a transformation and its people goes through two distinct phases – the initial transition and then the transformation. This involves a lot of change for the people; a change in the way they way doing their day job, a change in the way their performance is measured and monitored, a change in the way interactions with customers and stakeholders are conducted, a change in the expectation from the organization etc. Change management largely speaks about how to help people and the organization manage these changes in an effective and smooth manner. It also brings to table a set of tools and best practices that will equip the people well in sailing through the transition phase and getting settled post transformation.

For an organization that is embarking on to any transformation, the toughest challenge is to identify :

  • Whether they are prepared for such a transformation. If not what are the gaps or shortcomings
  • Do they have the right set of people in terms of skills and knowledge?
  • Do they have the right environment and infrastructure to successfully and smoothly sail through the transition and sustain the gains of the transformation?

Change management helps the organization in identifying the answers for the above questions and take necessary steps for mitigation and remediation wherever needed.

The criticality and importance of change management makes it necessary to have an effective change management leading the initiative along with the transformation team. Many organizations mistake change management to be a part of the project management and brings in an efficient internal project management team to handle change management. This poses two sets of risks

  • The internal team tends not to see or rather will oversee some of the not so evident risks and will tend to consider many things as business as usual (BAU)

  • Their inexperience in change management will lead to them not following all required steps of proper change management whereby the transition will become a rough ride for people which will result in sub-optimal results of transformation.

  • They may get pulled into the daily fires, and in the hurry and heist to put out those fires, they may tend to deviate from the newly deployed process and this can jeopardize the the entire transformation.

Hiring someone from the external world can also result in sub-optimal results or sometimes even a risky recipe that can lead to failures. A person coming from external world may not get adapted to your company’s environment and values that quickly. It will also take some time for them to understand the business processes and to establish good relationship with all stakeholders

The best approach under these circumstances is to create a team of an experienced coach / coaching team from the external world and a set of capable internal members during the initial period

Why partner with GIT?

Global IT investor is a leading player in the business excellence consulting and training domain for which change management is an essential success factor. We have large pool of experienced change management professionals that you can choose from, who will support your change management on-site and hands on

Our expertise is not limited to one methodology, framework or geography. You can choose mentors experienced in your chosen framework and we can give you on the ground support in most of the geographies where you have presence

Our transformation experts come with immensely rich and widely varied experience so that you don’t to worry about the skill sets or up skilling of internal resources

We provide you with materials and tool kits to kick start and run the transformation without losing time

Our versatile and highly skilled resource pool enables you to scale up on down the mentoring strength based on your organizational demand with out any additional liabilities or concerns

Our senior leadership attention to deliverables and project management ensures you thick returns for your investment

Our deliverable based billing model is an option for companies who want to have a balanced risk reward remuneration pattern

Our Approach for your success

Upon receipt of your letter of intent, we will enter into detailed discussions with you to understand your business landscape and objectives. This may also include no-commitment site visits and presentations. We shall review your stake holder and leadership commitment, Organizational readiness for embarking onto the transformation and existing skill sets and tool your organization has to make the necessary recommendations and to firm up our statement of work

Once you commit to partner with GIT, we will give you a resource model as envisioned in the agreed statement of work. This resource model will include on-site and off-site support, senior leadership and knowledge base support as needed and access to our intellectual property like training materials, tool kits and play books

We will submit a detailed project plan for the overall change management that will include the phases, deliverables against each phase, review toll gates, coaching and mentoring plan and onboarding plan of various resources.

Further to that we will work with your team in conducting detailed Organizational Transformation Readiness Assessment, Functional / departmental analysis and stakeholder analysis to articulate the specific needs of change management in your organization.

A detailed action plan at the project / program level, portfolio / department level and at an organizational level will be designed and submitted based on the findings on the assessments.

Our transformation support model also includes adequate GIT senior leadership oversight, engagement and touch points to make sure that you get optimum returns for your investment. This will include regular review meetings and feedback sessions among other support

Overall, our flexibility and knowledge pool will help you to ensure a successful change management and efficient transformation