The constant adaptation of companies, which has accelerated due to the need to enter the digital world, requires the incorporation of competencies to manage the changes.

It may be related to the incorporation of a new product, the adoption of a new technological system, moving from the physical world to the virtual world or becoming a data-driven company.

These changes should be managed with the leaders’ sponsorship, until the need for permanent change and adaptation is incorporated into the DNA of the organization.

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What benefits are obtained?

• We support companies so they apply our Change Management Model to a specific change.

We provide easy-to-implement methodologies and tools.

• We manage and monitor the levels of clarity, capacity and commitment of the collaborators with the change process in all its stages.

We train leaders to act as sponsors of change.

We establish a governance of change.

We support the incorporation of change competencies into the organizational culture.

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What benefits are obtained?

Alignment around the need to change processes, culture, structure and roles (AS-IS, TO-BE, GAP size).

Stimulating vision of change.

Communication plan.

Leaders who understand their role as sponsors of change

Alignment and integration of leaders in accordance with the change effort.

Technical and behavioral training strategies for affected people.

Training in behavioral skills and competencies.

Training for technical trainers in facilitation skills.

Governance of change by analyzing risks and mitigants and measuring evolution on an ongoing basis.

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Product features

Organizational readiness assessment for change.

Development of vision of change.

Development of leaders for them to act as sponsors of change.

Definition of the current and desired state and the gap of processes, culture, structure and roles.

Communication strategy and plan.

Implementation of the training program in behavioral skills and competencies.

Online dashboard with analytics to track the change.

Establishment of governance for change management.

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How do we do it?

Working with a holistic vision on the 9 key success factors of a change process.

VISION

  • Vivid description of the why, the how and the what of change

CLARITY OF WHAT IS CHANGING

  • Structure

  • Processes

  • Behavior

  • Beliefs

ALIGNMENT OF LEADERS

  • Common understanding of the changes 

  • Common understanding of their roles in the change process

AFFECTED PEOPLE

  • Who, how

  • Meaning of change for each group

COMMUNICATION

  • Through leaders

  • Through existing channels

  • Videos - Infographics

  • Active listening

RISK MANAGEMENT

  • Anticipation

  • Definition of mitigants

  • Monitoring

TRAINING

  • Behavioral

  • Of Process

  • Technical

SOCIAL INFLUENCE

  • Key influencers

  • Recognition

  • Success stories

  • Incentives

CHANGE MONITORING

  • Progress measurement

  • Lessons learned

  • Building success stories

  • Feedback

  • Change governance

 

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