APPROACH
Organizational change management is often perceived as a discretionary investment -- one focused on making employees feel better about a change in processes, systems or operations. I don’t see it that way. To me, change management is about empowering employees to adopt change in a positive and productive manner so your organization gets the most out of your investment. After all, what good is a new million-dollar ERP system if employees still use old Excel spreadsheets? Whether supporting a change in IT system, team structure or business process, I help organizations protect and maximize their investments.
Ready to realize your organization’s full potential? Contact me.
Focus on people.
First, I listen. Applying my background in both psychology and business, I ask thoughtful questions to truly understand executives’ goals and employees’ concerns. I leverage this feedback to develop solutions that draw on individuals’ enthusiasm while addressing potential points of resistance. I help employees move from where they are to where the business needs them to be to reach goals and achieve results.
Focus on problem solving.
I’m a pragmatic problem solver. Without being personally invested in the organizational change, I can ask the tough questions and see situations for what they really are. I utilize this outside perspective to develop customized solutions focused on achieving goals without being clouded by idealistic views or individual ownership.
Focus on the long term.
The impact of a change is most visible once a critical mass of employees have adopted the new system and adapted their work styles. I work with leaders to define and communicate clear objectives and specific outcomes. With these specifics in place and understood, teams are better aligned, change is embraced more quickly, and new processes become sustainable ways of doing business going forward.
