Organisational Change Management

Most people don’t like change. Change means something new, different, and uncertain. It’s disruptive and makes people uncomfortable. In business, managing change effectively can help ensure your new system implementation, strategic direction, process adjustment, or entire business restructure is successful.

Change management is a structured approach to transitioning people, teams and organisations from a current state to a desired future state. Effective change management can minimise resistance, increase engagement, reduce costs and improve performance.

Seisma provides end-to-end change consulting across organisations for the delivery of organisational, technology and cultural change. We work with you to define the vision, requirements, success criteria and strategy for change.

Our approach to Change

The Right Cultural Fit

The first step for any change project is to build a current culture map in an organisation. We then define the desired future state of culture. This provides a gap analysis between current and future state.

We then define the activities required to shift values, behaviours and beliefs to the future state. We often work with clients to embed key behaviours into the ongoing performance criteria to ensure we can measure success.

Stakeholder Engagement

We interview key stakeholders to establish relationships and understand compelling issues. We then develop communications plans in line with their needs.

We ensure impacted stakeholders have an early view of the change. The earlier this view is provided the better the resilience and likelihood the change is successfully embedded and sustainable.

Training and Support

We understand the demands and intensity of delivering results in a dynamic project environment. Each program requires a different training approach. Iterative change impact assessments and training assessments provide the most appropriate learning pathways for impacted stakeholders.

Training can include:

  • Organisational and team based learning
  • Organisational curriculum development
  • Capability, knowledge and skills assessments
  • E-learning
  • Formal face-to-face training
  • Self-guided or instructor lead user guides