The Consulting Process – How to Run an Assignment

The consulting process slides from my Kingston Course

Getting ready for change carrying out a readiness assessment

Many organizations find that change programmes, even apparently straightforward changes, fail to achieve their objectives. In many cases this is due to unclear aims, uncertain plans and a low awareness of what is required of the people involved.

Forced Change in an Outsourcing – guidelines for communicating to reduce resistance

Communicating to employees when they are being outsourced is an essential task and if done well can substantially reduce resistance

Put managers and employees to work on the change to reduce resistance

Many Change Managers assume that if the rationale for change is made clear to the organisation then they will go along with it. In the process of demonstrating the need to change and an understanding of the impact (on themselves and their group) employees will buy- in and thereafter work actively to realise it. There is an assumption behind all this that ‘Change’ is negotiated and develops over time and that the change agent’s task is merely to make clear the imperatives and the people will fall into place.

Change Management Practice: Just do it – sometimes you have to act

I was giving a lecture on change management the other day and the class and I were deep in discussion about involvement and ethical behaviour when one of the students asked ‘but what if we don’t have time for all this pink and fluffy stuff?’

How can people in an outsourcing respect their manager but hate the organisation

A fair and equitable approach delivered by a well trained and respected manager can actually help in reducing resistance to change even when the news is very bad – a fair approach can in effect stop the causes of resistance at source.

Involve people in change to reduce the resistance

Forced change in the context of tight deadlines is the reality but we can still reduce the resistance if we involve people