Change Enablement

We know by now that more than 70% of transformations of any kind, fail to achieve their intended results. Why? Many times, it’s not due to flawed operating models and strategies but rather failed implementations. It is not simply about people being resistant to change. At the core, the question is whether the existing workplace environment promotes the desired practices and behaviours of the envisaged “Transformed” Organisation. If cultural inhibitors like bureaucracy, blame and silo mentality exist to a large extent in an organisation, do not expect the “Transforming” Organisation to be agile and bold, even though the “best” strategies, structures and systems are put in place. In other words, traditional change management approaches to communications and training alone will not work.

 

aAdvantage’s Change Enablement solution incorporates strategies and interventions to support both organisational and individual transitions from “From Vision to Results”. Taking a systematic approach to your change enablement, we start by understanding the current culture and existing behaviours in the organisation and establish the readiness for change of the people. Understanding the desired culture and behaviours for a successful future also establishes the alignment of the people to the overall vision.

 

Adopting a systematic approach to facilitate the transition from the current to future state accelerates the rate of change and significantly increases the probability of success. We work with organisations to develop interventions that are integrative, effective and bring about sustainable change at both the organisation and individual levels.

For sustainable transformation, a workplace culture that is both motivating and enabling to leaders and staff is vital.
If one is to look at change from a workplace culture perspective,
Change Enablement should then be embedded
“From Vision to Results”…it cannot be a downstream activity…
it’s got to be core in all we do, right from the beginning.

From our experience, most organisations need it,
but avoid it and struggle to achieve sustainable results.

This is your OPPORTUNITY.

Embracing Change for a Stronger Future

Change is complex and unique to every organisation. A change approach that works for one organisation may not be effective for another and it cannot be managed with a “one-size fit all” methodology.

Our Change Enablement philosophy allows us to identify the unique situational factors and customise an approach that best meets your needs. Whether the organisation is driving digitalisation, aggressive growth, business optimisation and restructuring, or experiencing a culture transformation anchored on customer experience or innovation, our consultants will help you navigate through the process, anchored on our established Change Enablement principles, concepts and tools.

Unique Nature of Change

Our Change Enablement solution starts with understanding your CURRENT state. We establish this through a blend of diagnostic tools and activities (e.g. through conduct of surveys, focus group discussions, interviews, dialogue workshops) to identify the key levers of change. The key outcomes of this phase include understanding of the following:

Business Case
for Change

Perspectives Of Key Stakeholders And The Desired Future State

Current Culture And Readiness For Change

Inhibitors to
Change

Impact on
Core Competencies

Impact on Workforce
Profile and Structure

Impact on Policies
and Processes

Following the diagnostic, we will work with the Leadership team to define the Future State and identify specific interventions to address the inhibitors to change and consolidate the findings into a Change Blueprint which could address any of the following:

Organisation

Re-Design

Work
Re-Design

Performance
Management

Leadership Engagement & Alignment

Leadership Development & Coaching

Staff Competencies & Training Requirements

People Engagement & Communication Activities

Team Development & Engagement Across or Within Units

Address Both the Organisational and Individual Transitions.

We adopt the Andersen Change Enablement Framework in our solutions, which advocates 8 Best Practice elements.  The framework outlines the process for organisational and individual transformations to be realised. Change Enablement is defined as a process that consists of strategies and activities to support organisational and individual transitions from the current state to the desired future state.

aAdvantage Change Enablement Approach
Our Change Enablement Services

aAdvantage Consulting offers change enablement consulting and implementation services at every stage of your Organisation Transformation.

Consultancy
  • Visioning Workshops (with Key Stakeholders) 

  • Change Readiness Assessment  

  • Cultural Values and Leadership

  • Values Assessment  

  • Change Management Strategy 

  • Development of Change Blueprint 

  • Implementation Support (Coaching) 

Engagement/Training
(Organisation-wide)
  • Change Engagement and Communications (external and internal stakeholders)  

  • Change Champions Chartering and Enablement Workshops 

  • Leading Change 

  • Personal Mastery 

  • Agile Teams 

Our Impact, Our Transformation

Srinivasan Venkattapan (KG)

Senior Vice President - Corporate Planning

HITACHI Solutions Asia Pacific Pte Ltd

Despite the short notice to facilitate, Vincent and his team stepped up to the challenge and exhibited a high degree of commitment and professionalism, right from the first contact. Prior to the retreat itself, they customized the content to align with our target markets and audience, reviewed the contents with stakeholders and designed the regular communication with field leaders. Their commitment to the details went even to the extent of designing the venue and every aspect of the retreat and was quite exemplary. The retreat was facilitated with a good mix of opportunities for the individuals and the teams to listen, reflect and act.

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