change management

Change Management Overview

For organisations that do manage change effectively, change itself becomes the driving force that perpetuates future success and growth. In these organisations, every change is welcomed as an opportunity for increasing efficiency and building new organisational success.

Although people may not be aware consciously of culture, it still has a pervasive influence over their behaviour and actions. The critical factors affecting the success of change programmes are:

  • People-related issues
  • Institutional and cultural barriers
  • Unresolved conflicts of interest

There are three distinct change states:

  1. Current state
  2. Future state
  3. Change transition

Culture

Culture can be viewed as a system of management authority. When an organisation's culture is accepted by its employees, cultural values increase the power and authority of management in three ways: 

Employees:

  1. Identify themselves with their organisation and accept its rules when "it is the right thing to do".
  2. Internalise the organisation's values when they believe they are right.
  3. Are motivated to achieve the organisation's objectives.

gg Culture Model

All organisations and teams exhibit one of four cultures:

  1. Power-centred features: autocratic, simple hierarchy, strong drive.
  2. Merit-centred features: engagement by all, driven by the "best".
  3. Rule-centred features: institutionalised, control through "The Rules".
  4. Tribe-centred features: driven by minority interests, unconventional.

The gg Culture Model plays a pivotal role the in the change journey by ensuring a clear understanding of the type of culture an organisation currently exhibits, including its strengths and weaknesses. The dynamics of culture include:

  • The collection of traditions, values, policies, beliefs and attitudes that constitute a pervasive context for everything people do and think in an organisation.
  • "How things are done around here."
  • The underlying assumptions about the way work is performed; what is acceptable and not acceptable; and what behaviours and actions are encouraged and discouraged.


The gg Change Management Model

This is a six-step programme of activity. The foundation stones of the programme are the Needs, Requirements and Expectations (NRE) of the organisation and its people. Just as the BBC ensures it knows and understands the profile of the general public, so an organisation should ensure that it has a clear and concise understanding of the NRE of its people.

The gg Change Management Model:

  • Addresses culture issues using a unique approach.
  • Manages current and future culture requirements to mitigate change management issues.
  • Allows an organisation to readily identify which business culture currently exists via the gg Culture Model.
  • Incoporates the gg Structural Change Matrix model, which brings the elements of change stream, objective and change structure into play to determine what type of culture needs to exist in order for the CM programme to be successful.

How can the gg team help you?

The combination of the skills, expertise and knowledge of the gg team and the distinctive analytical problem-solving models it uses is a dynamic formula for successful strategic development and change management in complex corporate environments. One of the most valuable investments any organisation can make, especially in the current economic downturn, is to engage a gg  team to resolve the specific problems challenging your business. This is the first step in developing new strategic positioning and in establishing greater competitive advantage.


Ask for a free consultation. If our models are likely to provide positive results for you and we are engaged, we will guarantee you will increase your profits by far more than you invest in the programme.


Contact us now on 0845 6435 838 or email: contact@ggmanagementconsulting.com


We look forward to discussing your needs.