Questions and Answers: Change Management and Consulting

What are we not thinking of?

Have you figured out how to leverage your initiatives for everyday operations? Sorry, a question with a question- we are consultants. What about succesion planning, competency building, collaboration, team building, training and reward systems (to name a few)?

Is there such a thing as successful change?

It depends on the measurement of success. For most initiatives in larger firms, strictly internal- no. For partnerships with an external firm that align organizational strength and business objectives- yes.

What should we do first?

Partner early with a senior consultant as a trusted advisor. Don't fall for turnkey change approaches. You want this to be sustainable and repeatsble. The change is for you and your stakeholders- get a good guide for the journey.

What will be most important?

To work from the end state back in your planning, to strip and replace the word resistance from your thinking and to ensure your change makes sense.

Who is your typical client?

The actual owner/economic buyer. For BIG that is the CEO, Board of Directors or first level reports (second level for Fortune 100). Also individuals responsible for change one on one and team consulting.

How long is your typical engagement?

...it depends. A core engagement is 3-6 months. To help set up a CMG (change management entity) is longer and works best as a year or more tied to current/future initiatives and internal organizational develoment. Retained engagements can be ongoing.

Thanks for waiting for your part... what makes Vision to Work different than other consulting firms?

Considering some of the answers out there it is tempting to say... our name?

We focus on the owner(s) of change and then effected individuals. Most firms layer change over project management. We help you to spread change throughout the organization at appropriate levels and energy. Should you engage us a second time we expect that to be reinforcement rather than redoing. We like our own model, but believe that change cannot be cut out like a cookie from dough. It is the end states and the engagement of the individual that is most important.