If you've never done it before, applying organizational change strategies and tactics is a change. It takes new thinking and new behaviors compared to what you've done in the past. Our company's philosophy is that successful organizations lead and manage change in a strategic, thoughtful, planned and proactive way. If you've never approached organizational change that way before and now are trying to - it's a change for you and those you work with.

Clients come to us because they are trying to learn a new or better way to lead and manage change. They are trying to learn the strategic, process, and tool based approach that we teach and apply. Some have used successful strategies in the past but they are often one off attempts at communicating or involving stakeholders. When they reach out to us, they've realized that people issues too easily fall through the cracks resulting in slipped timelines and underachievement.

As we work with new clients or immerse trainees in our approach during certification training, we often witness an example of individual change and transition. It's a transition of knowing how to do something today then learning how to do things differently and applying that learning, changing behaviors as a result. This is a journey they hope to help others make. Here's how we see their journey from our side of the table:

Change in organizations is an ever increasing phenomena. New technologies, new products, new competitors, new regulations, new people with new values and experiences. Every day, organizations try to stay one step ahead of their competitors by changing to meet the needs of their customers either cheaper or faster or both.

Not too long ago, many companies started recognizing that change within organizations needed to be proactively managed. Those that were forward- thinking started working explicitly to help the people in their organizations get ready, willing, and able to work in new ways that were required for future success.

Those that hoped people would just "get with the program" or "do what I said because I said so" have lived (and died) with the results of low productivity, engagement, and performance relative to their more enlightened competitors.
  

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