“Learning organizations are organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.”  – Peter Senge

At Cube Management Consulting Ltd., we believe that one of the greatest challenges facing both business and IT transformation is the effect of change on people. New initiatives are often introduced to engage the most impacted stakeholders, those who are often experiencing change saturation, or are threatened by these types of initiatives. They commonly react emotionally to the scope of the change, the training implications, and the potential impact on their role, job security, and other negative perceptions. Therefore, the importance of managing organizational change effectively has become, in our opinion, paramount and has likewise compelled a number of organizations, both public and private, to incorporate the discipline of Change Management into major initiatives ranging from IT projects to business process adoption to organizational structure change.

Of the many Change Management methodologies, we have chosen to use the PROSCIADKAR® Model – an industry standard for change management practitioners worldwide – to enable us to provide our customers with a results-oriented approach to managing change.

Whether the change is at an individual level or an organizational level, employee adoption and usage are the bridge between a great solution and successful results. In practice, change management plays out on two very specific levels within the organization. These are:

Individual Level – addressed by ADKAR® as a model and approach for enabling one person to change successfully. The following are the capacities each stakeholder will experience; Awareness, Desire, Knowledge, Ability, and Reinforcement.

Organizational Level – addressed by PROSCI’s 3-Phase Process, is an organizational capability and competency that provides the specific strategies, plans, actions and steps to execute in conjunction with a project deployment. These are:

  • Phase 1 – Preparing for change – This phase involves action-items such as conducting readiness assessments, developing risk analyses, identifying anticipated resistance and preparing the team, to name a few.
  • Phase 2 – Managing change – This phase includes creating specific deliverables to support employees through change, namely a communications plan, sponsor roadmap, coaching plan, training plan and resistance management plan.
  • Phase 3 – Reinforcing change – The final phase involves collecting feedback, listening to employees, auditing compliance, identifying gaps and other targeted action-steps.

We create action-steps at the individual and organizational level of Change Management to ensure the intended outcomes and results are achieved.

The tools and resources we utilize…

  • Process and Capability Designs
  • Structured professional method for culture transition and change adaption
  • Project Management Tools
  • Change Readiness Assessment
  • Business Analysis Tools
  • Coaching, Communication, Observation, Assessment

Expected benefits to be realized…

  • Benefits from the change sustained
  • Envisioned design implemented
  • Transformation support and coaching provided
  • Assurance that plans remain realistic
  • All stakeholders share in a common objective
  • Implemented change will be adaptable to on-going business pressures