The Solution

• Disseminating change management knowledge across the organisation
• Engaging the leadership in for effective change sponsorship
• Enabling people managers to leverage the ADKAR® methodology
• Utilising a Prosci Enterprise licence to develop customised training 
  

The Approach 

Step 1: Discussing and Establishing the Objectives

The organisation had already created a five-year development programme looking at how they could better harness the expertise and talent of their employees. In addition, they had been working with another company to brokerage a relationship, and therefore the calibre and experience of the Prosci brand was well understood when we became involved. 

Step 2: Empowering the Leaders 

The first step was to enrol the director of the programme and their team of seven business team leaders on our Change Management Practitioner Certification Program. During the three-day course, the client recognised the critical importance of having effective, active and visible participation by senior leaders in the change effort and saw the potential for these practices to be enacted by their own senior team.  

Step 3: -Harnessing the Support of the Sponsors 

As a result, we delivered an interactive one-day Change Management Sponsor Briefing for the organisation’s executive board. The leaders gained an appreciation of the impact of change management on key results and learned a practical framework for being a highly effective sponsor. 

Step 4: Introducing a Practical Tool to People Managers 

We also lead a session for a cohort of people managers to support their understanding of their pivotal role at times of change and to introduce them to the ADKAR®  model as a practical tool to help them better prepare, equip and support their respective teams of people encountering multiple change initiatives.  

Step 5: Cascading Change Management Training Internally

Following the success of these training workshops, the organisation invested in a Enterprise Change Management License, which gave it the freedom to deliver their own customised training to build change competencies at all levels of the organisation. 

Step 6: Integrating the Training Within the Organisation’s Leadership Development Programme 

The Europe team then designed two bespoke development workshops for team members of the organisation who had been identified as aspiring leaders. Also attending were the managers of these aspiring leaders. These workshops now form part of the organisation’s modular leadership development. 

The Results

Not only is the organisation now approaching change as an opportunity rather than a challenge, but a member of the team is also reinforcing the learnings by delivering high-quality virtual ADKAR® awareness-raising sessions throughout the organisation. In addition, the achievements made by the organisation in the area of change have resulted in them being recognised in the UK public sector as a leader for change management.