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Change Management & Process Improvement

Top performing organizations effectively manage and lead through change

One thing is common in today’s complex work environment—change. The information age has given change the “green light,” and as a result, technology is altering the business landscape in more ways and more often than ever. While all organizations experience change, the top performing organizations have leaders who are mentally equipped to lead through it and established processes to manage it.

HigherEchelon is composed of experts in the change management process

We understand the relationship between technology, change, and adoption because we implement large scale technology implementations ourselves. Our suite of tools takes a comprehensive and iterative approach from needs assessment through training design, implementation, and evaluation, with the goal to educate, establish, and sustain organizational changes.

Our Approach

Our experts in change management have developed a four phased approach rooted in theoretical and empirically demonstrated best practices for institutional culture change.

PRE-LAUNCH PHASE:  SETTING THE CONDITIONS FOR INSTITUTIONAL CHANGE

The Pre-Launch phase begins when the need for change is realized and ends when the change vision is created and the guiding coalition is formed. During this phase our experts work with you to develop a vision for the change, build a guiding coalition to see the change through, develop the initial change strategy, and craft the initial strategic communication plan.

LAUNCH PHASE:  COMMUNICATING CHANGE IS COMING

The purpose of the Launch phase is to introduce the need for the vision and strategy to accomplish the change.  The launch or initiating activities should impact the entire organization and communicate the message that the old way of working is no longer a functional way to do business.

EXECUTION PHASE:  EMBEDDING CHANGES INTO FRAMEWORKS

In the Execution phase leaders address the emotional needs of members, reduce resistance, continue to communicate the need and vision, seek group member input, and begin the process of changing the policies, procedures, practices, and systems to support change.  These are embedding mechanisms to make the cultural change last.

SUSTAINMENT PHASE: MAINTAINING MOMENTUM AND ANCHORING CHANGES

In the Sustainment Phase, we work to maintain momentum and to anchor the change – e.g., the new way of doing business and thinking – into the culture. Our experts work with your leaders to set best practices to maintain momentum, deal with unanticipated consequences, and leveraging sustainment mechanisms (e.g. evaluations, audits, etc.).