Key Benefits

•  Stakeholder consultation ahead of the change ensures that you are aware of the actual and potential barriers, and you are giving a voice to those who need to be heard.
•  How ready is your organisation for this change? What will the impacts be? What is the likely fallout?  Understanding the readiness of your organisation for change and planning accordingly can make the difference between success and failure.
•  What are the actual business benefits of this change?  Amazingly many change programmes take place without a clear understanding of what the payback to the organisation is likely to be.  This may be in terms of cashable savings or commercial advantage, or something much softer but equally critical to long term success.
•  A communications plan will ensure that you consider the information needs of all stakeholders affected by the change.  Communication is a critical part of business change, but you can burn-out interest and enthusiasm - so a carefully orchestrated campaign that accommodates where different stakeholder groups are on the change curve is essential.
•  "Tomorrow when you arrive at work - you will have your new Z7001 Superlux digitiser, and a 250 page user manual....enjoy".  Sometimes this is sufficient, and we are often guilty of over-engineering change, however in most cases people are fearful of change and need lots of support before, during and after the change.  Business change planning means identifying the best way of moving a whole organisation from state A to state B.
•  Most change projects result in people having to do something new, supposedly simpler, quicker, more 'up to date'.  While we always hope designers have made their systems as intuitive as possible, the reality is that in most cases training is required.  A Training Needs Analysis is a key tool in the business change toolbox, ensuring that change-related training is efficient and training effective.