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For many people, using the web to generate profitable sales is a bit
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Markmedia have extensive experience of helping
organisations with change management. We have worked with
businesses of all sizes to plan and execute many forms of
changes. So if you are faced with a difficult program and
could do with some advice or assistance, give us a call
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We are a
group of business consultants who have wide experience of
business development, and change management. Our partners have worked on
consulting
assignments in large and smaller businesses and we
have a strong track record of delivering results for our
clients. If you would like to
talk to us call us on 01780 758506. |
Change management needs to be considered at
three levels: the organisation level of change, the project
level of change, and the individual level of change.
At the organisational level, managing change is
about managing complexity. In an organisation of any size
there will be between 500 and 1000 change management projects
underway at any time. Some will have been initiated locally,
while the major change programs will be running across the
organisation. Each change will be valuable in their own right,
but they are not equally valuable. Each program will compete
for resources in the organisation and they will also need to
be sequenced correctly for the change to be successful. What
is needed is a system of change management right across the
organisation so that conflicts can be managed, and resources
allocated for the overall good of the business. In fact our
organisations are not structured to manage change on this way.
Who is responsible? At the end of the day it is the CEO, but
can he do this job properly? Of course not. He can set the
policy about priorities, but he needs to let someone else make
the day to day change management decisions. Often, external
consultants can make a great contribution to this type of
change management. The have the experience of managing complex
projects, and they are not distracted by politics or game
play.
At the project level there are several
principles that need to be followed to successfully manage
change. The first is the need to thoroughly and sensitively
plan the change program. Consider who will be affected by
every aspect of the change and anticipate how they will react.
Also look at the dependence of the program on resources that
you do not control. You must pay particular attention to this
part of the change program if it is to succeed. You need to
consult with those affected by change and to consult
tactfully. If you consult by selling change, you are certain
to alienate a portion of your audience. It is far better to
present the facts and then to discuss individual change issues
on a one to one basis. Managers need to be direct with people
in helping them to cope with an unsettling change. They need
to help them understand the need for the change and also allow
them to plan how the change is implemented. The more control
and individual feels they have ion a situation, the more they
will be able to cope with the change.
Performance Management
Performance management is a set of activities
to make sure that all goals are achieved effectively and
efficiently. Performance management needs to take place across
an organisation and also at department and individual levels.
The first step in performance management is to
set performance goals. At the coal face, that can be a
relatively simple task, but in more senior positions, this can
become more complex. Long range and high level goals are still
easy to pick, but monthly and yearly goals are less simple.
Also interdependencies are greater and individuals can have
less control over performance outcomes. Management consultants
can often help to clarify these types of issues, using
benchmarking and experiences from other organisations.
Once performance goals are set, a process to
communicate, monitor and feedback performance is needed.
Performance evaluation programs are a significant part of
corporate life and they contribute a lot to overall business
performance. They need to be design well and to be implemented
effectively.
Performance measures need to be integrated in
to the reward structure of the organisation and into the
people development programs that are run. This is very
effective at focussing people on their individual performance
measures, but also on the performance of the overall
organisation.
If you need help with a performance management
issues, call us on 01780 758506.
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