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Change management consulting, change consulting, Peter F Gallagher, change management global thought leader, leadership gurus, change management gurus, change management keynote speaker, change management speakers, change management experts, leadership of change, change management leading authority, change management leadership, change management leadership handbook, leadership of change, Change Management Body of Knowledge, CMBoK,

Change Management Consulting

Successful change organisational management is delivered by your leaders, so employees fully adopt the change, the ROI is achieved, and the organisation is ahead of the competition in terms of improving performance. Our approach is simple, we align the leadership team on their strategic priorities, build them into a high-performing team, and equip them with change leadership skills to lead the change. Next, we build internal change capability using change management gamification, a form of experiential learning where the skill can be immediately applied back in the workplace. With these two foundations in place, we focus on change implementation using our a2B Change Management Framework®.

Change Management Framework®

Our main area of expertise and advisory service offering is change management and central to client delivery is our registered trade mark a2B Change Management Framework® (a2BCMF®). It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change, the transition from the current state 'a' to the future state 'B'.

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Step 1: Strategy Alignment - checking that the change is aligned to the strategy

Step 2: Secure Sponsorship and Resources - identifying the sponsor and other change resources

Step 3: Previous Change - assessing previous change for future change management success

Step 4: Develop Detailed Change Plan - document the actions, timelines, milestones and resources needed

Step 7: Manage Resistance - requires simplicity and repetition with a feedback loop

Step 8: Develop New Skills and Behaviours - ensuring impacted employees can perform their new role

Step 9: Adoption - leaving the old ways behind and adopting the new way of working

Step 10: Sustain and Close - closing the change after the organisation and employees have adopted the change

Step 6: Assess Readiness - managing the negative reaction of the organisation or individuals

Step 5: Communicate the Change - requires simplicity and repetition with a feedback loop

a2B Advisory Consulting, Change Management, a2B Change Management Framework, a2BCMF, Peter Gallagher, Sarah Gallagher, Structured Approach to Deliver Change, enabling step improvement [www.a2B.consulting]

 Employe Change adoption and Employee Behaviour Change Focus:

Employee 

Change Adoption 

Business benefits and sustainable change are realised when you have achieved full employee change adoption. Are you ensuring your employees are supported through the AUILM® change adoption cycle? 

Employee

Behaviour Change 

In many cases change implementation success is dependent on behaviourail change. If change adoption is highly dependent on behavioural change, i.e. it is safety critical, it requires finance compliance, etc.?

Additional Information

What is a Change Management Framework?

Our a2B Change Management Framework® (a2BCMF®) is a structured and disciplined approach to support organisations, leadership teams and individuals going through a change, the transition from the current 'a' state to the improved future 'B' state. It has ten key steps but iterations between the steps are usually necessary and some can be worked in parallel.

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What is a Change Management Leadership?

Change management leadership is about being a proactive growth mindset employee who has the knowledge, skills and ability to successfully transition an organisation from the current state ‘a’ to the future ‘B’ state, ensuring adoption and benefits realisation. This transition involves planning the change, executing the change so that the organisation and its employees sustain the change or transformation. The change leader has three key responsibilities for the successful leadership of change, they are ‘Articulate’, ‘Model’ and ‘Intervene’.

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