Journey, putting people at the heart of change

Our world has recently been turned upside down by the most disruptive global catastrophe.

Businesses that have survived have been forced to change and will have a continual need to adapt for many years to come. But change comes in all shapes and sizes. Whatever your change need is, Journey will help you to make business change far more effective by putting your people at the heart of it.

A business’s change programme that overlooks the vital role played by its people… will fail.

Change presents a challenge for all businesses and has inherent risks. The one consistent issue all businesses have with change is the impact it will always have on your people. Our unique ‘Journey’ process puts people at the heart of change. It helps to create advocates and champions within your business; people who become as committed to change as you are, making the process more efficient and, ultimately successful.

For more information or to arrange an appointment visit: ourjourney.uk

The future of people change management

Whilst we continue to deliver Journey upon a classic consultancy basis, we’re looking to the future and also embracing change.

Working with The University of Birmingham and their super-compute facilities, we’re exploring how Artificial Intelligence could enable more effective decision-making and infinitely improved processes for our clients. If the future of people change management interests you, we’d appreciate you being part of our Journey. Take our short survey.

Making People Change Work

Butterfly Metamorphosis

What is people Change?

People change can be described as the project management that focuses on “Putting People at the Heart of Change” within an organisation.

People change happens in two ways:

  • The physical movement of people through recruitment, selection and redundancy activity, and the accurate recording of this against project plans and schedules
  • The psychological movement of people through ‘hearts and minds’ change management activities

What does people change success look like?

There are 2 key aspects to people change which include the physical process of moving people from one place to another, and the psychological impact of how people feel about being moved and to what extent they feel a part of it.

Physical
The ideal scenario is when people feel they have been sympathetically and efficiently transferred from old jobs to different existing jobs or activities, newly created jobs or out of the organisation altogether.

The physical aspects of People change include:

  • The movement of people in line with baseline plans and schedules, and consists of the required headcount number and band mix
  • The movement of people being optimised to avoid unnecessary redundancy and recruitment
  • giving emphasis to the appropriate needs of individuals, recognising all legalregulatory and industrial relations aspects, and wherever possible their personal circumstances

Psychological
The ideal scenario is where impacted people are positively motivated and committed towards working in the new environment because they understand the rationale for change and their new role.

This includes things like how they can contribute to success and are prepared for the challenges that change will bring.

When would it apply?

Physical People change activity is applied at any time when there are structural changes to the business.  Structural change may lead to a variation in the number of jobs and people doing them, as well as content due to an alteration in work processes. Typically, this will lead to:

  • Selection/de-selection
  • Redundancy
  • Redeployment of people

Psychological People change activity should be applied alongside the physical requirements but it should be noted that hearts and minds issues could arise from any change that impacts on the way that people perceive things are/should be done.

Each project should take responsibility for managing all of these anomalies throughout the project lifecycle.

Remember it is the business unit that is responsible for ensuring objectives are achieved and that people are committed to the change(s).

Who would apply it?

Ultimately it is the responsibility of the Management Team to identify the need for and manage People change activity.  Specifically, the following roles will be involved:

  • Sponsors need to identify likely implications when initiating change programmes
  • HR Business Partners and HR Account Managers will consider these issues during ‘investigation’
  • Programme and Project Managers will work with the business to build People change activity into plans

How can you apply People change?

If you are responsible for any People change activities for your organisation, you can have a tremendously beneficial impact by adopting and applying the following principles:

Physical

  • An appropriate (and logically tested) mix of grade, competencies, skills and knowledge is retained
  • All candidates are assessed fairly and consistently
  • Equal Opportunity and Job Security Policy commitments are met
  • You have minimised the need for compulsory redundancies (possibly by seeking to match transition activity across different projects)
  • Business as usual activity has been maintained
  • All legal and regulatory requirements have been met

Psychological

Effective change leadership is focused on delivering a workforce that is:

  • Motivated toward the new structure and ways of working
  • Committed to sustained effort to move new activity into business as usual
  • Focused on delivering ‘business as usual’ throughout the chnage period

It is also advantageous to make sure anyone leaving the organisation continues to be managed and valued as a team member.

How can we help?

Discover more about ‘Putting People at the Heart of Change’ by going to:

www.ourjourney.uk or  www.ociusconsulting.co.uk

Or contact us via the above websites to find out more!

The “Book of Procurement”

bridge

What is procurement?

Procurement is quite simply the acquisition of goods or services’ where it is favourable that the goods and services procured are appropriate and that they are purchased at the best possible cost to meet the needs of the purchaser in terms of quality and quantity, time and location.

British engineer and architect Sir Evan Owen Williams who was appointed chief consulting civil engineer to the British Empire Exhibition and old Wembley Stadium knew a thing or two about successful procurement and, particularly in today’s economic climate, his advice stands as true today as it did in 1924.

You need to understand what you are buying, and why, how it will affect your business, and what the potential risks are. That detailed understanding may be beyond the scope of a procurement department – Owen Williams

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Welcome to Ocius Consulting

Ocius Consulting is passionate about ‘making change work for you‘ by providing bespoke consultancy and interim management services. Our aim is to provide you with the right support to take you from where you are now towards desired outcomes as part of a collaborative business development team.

The Ocius Consulting blog will provide you with helpful news, advice and guidance on different aspects of Transformational Change as it impacts on your business.

Helpful Advice

If you are a leader, manager or team member, we understand the complexities of working with people to run a business. We are passionate about helping you identify issues and opportunities so that you can implement practical solutions and celebrate good work as a positive means to move your business forward.Continue Reading