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Change Management 
 

 

Change is the one common factor we can rely on whichever business or sector we operate in. Change is a fact of life, but it is how we embrace and deal with change that  is the key factor that separates success and failure.

 

In reality it isn’t the change that causes the problems, it is the transitions. Change is situational – the move to a new site, lost major customer, reorganisation of team roles, Transition is psychological, the process that people go through as they internalise and come to terms with a new situation (W.Bridges – Managing transitions)

 

Coming to terms with the change, the transition – is not optional – getting yourself and your team through the transition is essential if the change you have planned is to work. Change without transition is just rearranging the chairs!! Or ‘If nothing changes – then – nothing changes’

 
Typical challenges faced by our clients requiring change and transitions  
  • Dealing with the impact of the recession
  • Keeping ahead of the competition – ensuring your survival
  • Managing a series of new and different activities
  • Doing things in a different way and keeping employees on board
  • Learning and using new skills and/or assets
  • Achieving tighter deadlines

 

 

 
PCA coaches typically help people make transitions in the following ways
  • bringing a different perspective
  •  
    encouraging positive attitudes
  • supporting the ‘letting go process’
  • identifying new endpoints or goals
  •  
    understanding beliefs and cultures
  • challenging established processes and procedures
  • aligning the change team activities
  • improving communication
  • building required skill sets
  • addressing leadership issues
 
Find out how PCA can help you manage change to your advantage
 

 

 

 

 

 

 

Some Change Triggers

 

 

 
A merger or acquisition 
Bringing two companies together, in over two thirds of cases, fails to achieve the objectives set.
 
Very often the cause of this failure can be traced to fundamental differences and failure of communication between people.
 
This need not be the case and early intervention by experienced coaches can make all the difference. 
 
Our aim is to align the values and beliefs that underpin the different cultures of the merging organisations and give the new leadership team the skills and language to realise the gains that made the deal attractive in the first place.
 

 
 

 
 
A new venture
Whether launching a new division, product line or office location, the key challenge will be to rapidly get a team working together, focused on a set of new goals.  Our coaches can facilitate this process driving quick results.
 
 
 
 

 
New horizons
Moving into a new geography or market brings with it the challenge of dealing with different ethnic, socioeconomic and performance factors that may be linked to cultural or ethnic diversity.  Management styles and communication methods may need to be adapted and behaviours linked to culturally accepted norms. 
 
 
Article on Diversity
  
The video clip below is a look at some of the macro changes driven by social, economic and technology that are most likely to change business, how we do it, market what we do and where.