There are many examples of change management being well intentioned but still not delivering on the promise.

 

They miss focusing on what is really important: reducing risk, increasing user adoption and maximising benefits realisation.

 

Too often, the change focuses only on the physical technology/process implementation, ignoring the habits and behaviours in the organisation that will get in the way of the program’s success.

 

Intelligent change practice needs to be agile – leveraging the strengths already in place and addressing the habitual blockers to change. It needs to identify the actions, processes and systems that will embed the change for the long term ensuring people do not revert back to their old practices, systems and habits as soon as the project is ‘live’.

 

Responsible change consulting needs to ensure that the change skills don’t walk out the door as soon as the consultant leaves.

 

On Purpose Consulting takes change management seriously, offering change leadership of large-scale programs.  Knowledge transfer ensures the organisation develops the skills and processes so it can deliver successful change itself…ongoing.