Management Consultants in New York

Change Adaptive helps accelerate your business results. We connect you with organizational development and management consultants in New York who are experts in the areas you need help growing your talent and your business. These consultants help businesses identify pain points and partner with leaders to turn them into strengths. They specialize in change management, employee engagement, executive coaching, talent management, and much more.

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New York Change Management Consultants

Your consultants should start by taking the time to fully understand where you are today and where you want to go. They partner with New York businesses to make your goals a reality in the shortest time possible. They have the knowledge and experience to make a tangible difference to your business and provide insightful strategies that give you a competitive edge. They also combine solid methodology, tools, research, and creative thinking to drive their change management consulting services and bring measurable results to your business.

What is change management

Change is happening a pace that the business world has not seen before. To keep up with these changes and stay competitive, your organization needs to embrace change management. Simply stated, change management is a set of structured processes put in place to enable employees to perform at high levels in the new environment. Further, this will enable your organization to achieve desired results after the change has been executed.

Change management has come a long way in recent years. Its importance has become more widely recognized and organizations have identified the need to have resources who specialize in helping them adapt to change. You need consultants who will put a structured framework in place to drive measurable results.

Why you need change management consultants

Organizations need to change to stay relevant in today’s business climate. They may need to change in many different ways, including everything from culture changes to technology implementations. However, the one constant is that the change initiative will not be successful if employees cannot adapt to the new ways of working.

Sending out emails and other one-way communications is simply not sufficient to effectively drive change. Instead, a successful transformation must be led by consultants who have the experience necessary to bring tangible results. They will focus on understanding your people and culture, and the strategies necessary to achieve your goals.

We connect you to consultants who understand the importance of having your employees engaged from the beginning. They take a holistic approach to change that includes a structured methodology and involves all levels of your organization.

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Six best practices for change management

Involve leadership

Leadership is perhaps the most important component of a change management methodology. A clear vision for where the organization is headed must be established. A senior leader should be appointed to be the sponsor and champion of the change effort.

The sponsor and other senior managers should be early adaptors of the new behaviors and model them to the organization. They can also reward employees who are exhibiting the same behaviors as a means of reinforcing them. When possible, a powerful move to show leadership’s dedication to the project is to have senior managers attend the same training and events as employees.

Not all leadership must come from senior managers. It is also important to establish a change agent network so more visible employees can serve as change champions. These agents can also model the right behaviors, help disseminate communications, look for resistance and feedback, and report back to the project team.

Engage and communicate all your stakeholders

Both are essential, but they are certainly not the same. Far too often change managers rely on communications alone to drive the strategy. Including engagement touchpoints will greatly increase the likelihood of success, particularly when the change includes a behavioral or emotional component.

Engagement is two-way communication that allows for feedback and networking for employees. It is important to provide engagement not only with both leadership. but with peers as well. Engagement opportunities can include town halls, Q&A sessions, and training.

Communications are timely messages sent through a variety of media that provide recipients with valuable information and are critical to success of the change strategy. These targeted one-way messages can include emails, signage, and intranet content.

Adapt along the way

Successful change management is a process. Even the best strategies will need adjustments along the way. Systems must be in place to understand how the strategy is progressing so that the change manager can determine these adjustments.

The ability to adapt also speaks to the importance of establishing a change agent network. These agents will be an extension of the project team and serve as the eyes and ears for the business area or department. They can provide feedback to the change manager on how communications are received, necessary training, areas of resistance, or any other areas that need additional attention.

Check out our tips on selecting change agents for your project.

Develop your employees

This is possibly the most obvious of our change components. Employees must be developed so they have the skills and capabilities to perform in the new environment. However, what is not obvious is how to go about doing it.

The training required to develop hard skills for using new software will look much different from the training required to develop soft skills such as conflict resolution.

What should be included in the training? What are the objectives? Who should attend? Is the content better suited for an instructor-led or web-based course? How do we measure the training effectiveness? These are just some of the many questions that need to be answered during a training assessment to determine the training strategy.

Take an emphatic approach to employees

This is a critical component of change management, yet it is somehow often overlooked. The success of organizational initiatives are dependent upon the employees’ ability to adapt to new ways of working. They must be supported throughout the entire change process.

It comes down to recognizing the human element in change. No two people will react the same way and some will need more time to adjust. Change managers need to take an honest, empathic approach and communicate the impacts to all stakeholders. Having employees feel supported and respected will lead to less resistance and better results.

People tend to support a transition when they are a part of it. Employees should never feel as though any change was forced upon them. Involving employees and incorporating their feedback into the change strategy will lead to greater buy-in and success.

Remove barriers

The mindset of a change manager is usually, as it should be, how to determine the most efficient ways to drive success. However, it is also important to consider what might be hindering success. As they say, sometimes the best offense is a great defense.

Barriers that are holding back success must first be identified. Then they must be removed. This is best done as early as possible in the process so the obstacles can be removed before they can grow into larger issues. It is not enough to simply know that a particular barrier exists. Change managers must also know why it exists so they can be effective in removing it.

Barriers can take on many forms and most change efforts will have them in one way or another. This may include individuals who are resisting the change.

Find Consultants Ready to Bring Real Results

New York Management Consultants

Your business goals are limited by your people. The success of any initiative or strategy is dependent on your employees’ ability to perform the necessary behavior. Developing their skills and preparing them to perform in the new environment is essential. Your business needs robust organizational development capability to stay competitive. You need consultants to identify issues that are preventing your full potential and provide a strategic roadmap to correct them.

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