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HOW TO CHANGE

 

This page last updated on 09 Feb 2010.  All Rights Reserved, 2006.08.22.

CONSULTING
8 ROLES WE PLAY
OUR CONSULTING TOOLBOX
OUR MODUS OPERANDI

INNOVATION MANAGEMENT
PRODUCT DEVELOPMENT
CIP vs. INNOVATION
LEAN CONCEPTS IMPLEMENTATION
CASES

PROJECT MANAGEMENT
5 PHASES
9 KNOWLEDGE AREAS

GENERAL

MAINTENANCE MANAGEMENT
MAINTENANCE DEVELOPMENT
MAINTENANCE MODELS
BENCHMARKING
METHODS TO OPTIMIZE
INTERNATIONAL STANDARDS

CHANGE MANAGEMENT
WHY CHANGE?
5 PHASES OF CHANGE
BEHAVIORS AND BELIEVES
4 CHARACTERS
CHANGE CONSIDERATIONS
HOW TO CHANGE

KNOWLEDGE  MANAGEMENT
LEARNING SYSTEMS
LEARNER TYPES
LEARNING METHODS
LEARNING ASSESSMENTS
SOCIAL ANALYSIS
IMPLEMENTATION

ABOUT.....
WHO WE ARE
OUR VISION
OUR MISSION

OUR STRATEGY
OUR CONSULTANTS
OUR POLICY

 

 

During our Change Management consulting sessions our consultants will develop an implementation strategy around the following, amongst other:

The Organization:

  1. How open minded is the organization at various levels to Change?
  2. Should a specific Change take place from the "top-down" or "bottom-up"?
  3. What would the appropriate communication method be to introduce Change?
  4. What finances are budgeted to assist Change?
  5. What equipment or tools will be need for the Change?
  6. How and when will the organization benefit from a Change?

The People:

  1. Who would be the Change Champion?
  2. Who should be on the Change Team, and what are their roles?
  3. Who might resist Change and how will we help them to Change?
  4. To whom should the Change be introduced first?
  5. What training would be required to accept and execute Change?
  6. Who will be directly affected by the Change, to their advantage or not?
  7. Why should the people care about the future Change?

The Change:

  1. Is the Change about the Plant, Equipment, Product, Process, Policy, Regulations, Systems, Operation, Procedure, Cultural, Organizational or other?
  2. How long before the Change initiation should the employees be notified and communication started?
  3. How long should the Change take place?
  4. At what pace should Change take place?
  5. Should there be incentives and penalties linked with Change?
  6. How will the Change evolve?
  7. How accurate, honest and transparent is the Change communicated?
  8. What Change measures should we manage and control?
  9. What risk might the Change impose?
  10. What might happen should the Change not take place?

From a Change strategy, our consultants will develop and implement Change Tools, training material and exercises to help a successful Change.  Additionally, Change should be monitored, preferably by a hands-on neutral consultant.  Best Change Practice involves self-realization techniques to encourage people to Change for the better.  Additionally, several learning techniques are used to assist others Change, for Change requires learning of the new.

Project Management Templates, Documents, Forms and Processes.

 


Your Solutions Designer.
P.O.Box 2715, Krugersdorp, 1740, Gauteng, South Africa admin@peproj.com

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