Management Consultants in Philadelphia

Change Adaptive helps make your vision a reality. We connect you with change management and organizational development consultants in Philadelphia who are experienced experts and have successfully handled projects similar to yours in the past. These experts help businesses through change and support their human capital. They are experts in change management, leadership development, employee engagement, executive coaching, and much more.

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Philadelphia Change Management Consultants

We find you consultants who will work with you to drive your goals and results. These Philadelphia consultants have the experience it takes to make a measurable difference for your business. They start by taking the time to fully understand where you are today and where you want to go. They take a holistic approach to change management that has your employees involved and engaged from the beginning. A proven change management methodology will bring the lasting results you expect to your organization.

Why change management is important

In today’s business environment, constant change is essential for an organization to remain competitive. Along with these changes comes the need to engage your employees and ensure they can be successful in the new environment. Change management is a set of structured processes put in place to enable employees to perform at high levels in the new environment. By enabling your employees to be successful, you are enabling your organization to be successful as well.

Why hiring a great consultant is important

There are many types of changes an organizations may need to go through, including everything from new business strategies to mergers and acquisitions. What remains consistent through all changes is the need for employees to be able to excel after they have been implemented.

We connect you to experienced consultants who have completed similar projects in the past and understand how to bring measurable results to your organization.

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Consultants Who Make Your Project a Success

Six change management consulting best practices

Bring in your leaders

Having your transformation driven by leadership is essential to effective change management. These leaders should present a clear vision and case for the change to the rest of the organization. A high-ranking executive should be the voice and early sponsor and communicate directly to employees.

The high ranking executives should exhibit the new behaviors that are necessary for change early in the process. It is recommended that senior managers and leaders participate in the same training and development activities as employees to show that you are all in this together.

It is also essential to create a change agent network. Those chosen to be agents can also exhibit the right behaviors early in the change process, distribute important communications, and provide feedback to the project team about resistance or anything else hindering success.

Remember the difference between engagement and communication

Of course both are critical to keep employees informed, but they are by no means the same. It is too often the case that change managers rely too heavily on communications alone. Incorporating engagement touchpoints into your strategy will greatly increase the likelihood project success.

Communications are time sensitive messages that can be sent a number of ways. They provide the intended recipients with valuable project information that is essential to the success of the change strategy. Examples include emails, signage, and intranet content. The important point to note is that information is sent only one way, with no avenue for feedback from the recipients.

Engagement is another way to provide information to your audiences. However, it is important to note that engagement enables not only feedback, but also a networking opportunity for employees. This is very important because it enables engagement with both leadership and peers. Engagement examples include town halls, Q&A sessions, and training.

Check out the importance of including all three sides of our Change Communication Triangle.

Understand that changes are necessary along the way

Change management is a process. You cannot just flip a switch and expect results overnight. Even after you employ a comprehensive and structured strategy, modifications will be required along the way. Therefore, you must have an embedded process established to maintain a grasp on how things are progressing and lagging so the appropriate fine tuning can occur.

This flexibility and the need to stay agile also speaks to the need to create a change agent network. As mentioned above, these agents are an extension of the project team and serve as listening mechanisms for the different business areas. They can provide invaluable feedback to the change manager on how communications are perceived, additional training that might be needed, insights on the type of resistance, or anything else that is not moving as smoothly as intended.

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

Provide the necessary training and development

Of course, some sort of new skills will be required after the transformation is fully implemented. Employees will need to be developed to provide them with the necessary capabilities to perform. Although it is clear that they will need development, what is not quite as clear is how to accomplish it.

The training and development that is necessary will vary greatly depending on the type of change. Training to develop hard skills for adapting to new technology will certainly look much different than the training designed to develop soft skills such as interpersonal communication.

What modules need to be included in the training? How do we determine the objectives? Who should be the participants for each class? Can we use technology instead of instructors for this course? How do we know the training worked? These are just a few questions that should be asked during your training assessment to determine the training strategy.

Take an empathic approach

This is an essential piece of change management, however it is often pushed to the side. Due to time constraints or other concerns, the process often is too fast for employees to fully buy into it. This is recipe for failure. Employees must be fully supported during the entire change process.

It is important that employees do not feel as though the change was forced on them. They are much more likely to be on board with a transition when they feel that they are a part of it. Involving them and showing that their feedback was valued will lead to greater buy-in and bolster the change strategy.

Sometimes it is as simple as recognizing the human element when employees are asked to change. They will all react differently and need different levels of support to make the necessary adjustments. Change managers must take an empathic approach and communicate honestly about the different impacts to each stakeholder group. Respecting and supporting employees will result in less resistance and your organization will be far more likely to see positive results.

Remove barriers to success

The driving force behind a change management strategy is how to enable success in the most efficient way possible. However, sometimes it is important to take a step back from moving forward to determine what might be holding you back.

Barriers that are hindering progress must not only be identified, they must also be removed. Processes should be put in place to identify these barriers as early as possible so they do not get out of control. There needs to be a clear understand not only what the barriers are, but also why they became issues so that plans to remove them are effective.

It is also important to understand that barriers are not the end of the world. All change efforts will have them in one form or another, including individuals who are holding back progress. The critical component is to have a plan to eradicate all barriers.

Talk to experienced experts who drive results

Philadelphia Organizational Development Consultants

Your business must provide organizational development to your employees if you want to stay competitive. Too much is changing too fast and your employees need to be provided the skills necessary to keep up. We get you consultants who work with you to determine barriers that are preventing your full potential and close the gaps so those barriers no longer exist.

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