Organizational Change Management
Will your technology implementation bring the ROI you’d hoped for or fall short because of internal uncertainty and resistance?
How We Help
Organizational change management makes transformation possible by addressing the human side of technology changes.
Too many organizations have become frustrated by technology projects that went sideways because of resistance from the people who’d use them. Change is tough, and technology advancements usually mean big investments. You get your best ROI on those advancements when you include organizational change management practices to prepare for, manage, and reinforce your shift. Our team works alongside data, technology, and project delivery specialists to minimize disruption and ensure you achieve lasting, transformative change.
We’re proud to help organizations thrive, and we’d love to tell you more.
What We Do
Successful implementation depends on a balanced, people-focused approach that includes technical and change management.
Organizational change management ensures your project delivers the ROI and outcomes you want. Our team supports you through every stage by:
The ROI Difference
Projects with effective change management are
Organizational change management is a big part of how our clients find success alongside these and other services.
A regular technology assessment makes sure your organization, teams, and technology work together to be most effective. Learn where your technology works well and where it falls short so you can move forward swiftly.
Data Strategy and Planning
Data has no value until it serves your organization. Complex questions find answers and business goals become reachable with a strategy for optimizing your data, no matter your current data reality.
Outdated processes, duplicative efforts, and underutilized technology hold back progress while frustrating teams and customers. Process mapping gives you the insight you need into how your systems and people interact now—and how they could function better.
Without buy-in at every level, projects fail. We help align leadership behind the value of your data or technology project so that it starts off right and work with you to maintain alignment even when obstacles arise.
Agency and Department Modernization
Integrate data, technology, people, and process to reach the outcomes your teams and citizens need now as you prepare for tomorrow. Complex modernization projects move swiftly with support of expertise, experience, and meticulous change management.
Meet your organizational change management team.
Data Driven Leadership
Driving ROI through Collaborative Organizational Change Management
Sometimes making a change is the necessary step you need to take in order to propel your organization to the next level. With change can come resistance, which is usually rooted in fear.
In this episode, host Jess Carter talks with Resultant Director of Organizational Change Management Allison Grayson about why organizational change management is important and how companies can successfully implement something many people fear: change.
There’s change, and then there’s transformation. Organizational change management makes the difference.
Progress won’t rest, as much as we’d all sometimes like it to take a seat for a bit or at least follow some kind of predictable path. Organizations that thrive don’t rest, either. They do sometimes get in their own way when it comes to integrating new technologies. Relying on intuitive answers is part of the problem. For instance: Maybe your urge is to protect teams from the process side of change as new technology is integrated. That’s a noble impulse but in actual practice tends to make people feel disengaged and resentful of change, because whatever is coming feels forced upon them.
Organizational change management smooths the way with proven techniques for overseeing change in a manner that engages teams, improves outcomes, maintains schedules, and even—believe it—gets teams excited about change. Whenever you undertake a disruptive technology integration, give it a soft landing by focusing on the people and processes it will impact as much as or more than the technology itself. They’re why it exists in the first place.
And your people can help you get the best ROI on any new technology you integrate. As much as you may know about what happens in your organization, you are relying on a lot of other humans who’ve figured out a lot of ways to do their own jobs better. Failing to start any change process by asking them how they work and what they need makes getting all you want from a technology impossible. You—and they—deserve better.
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