ORGANIZATIONAL CHANGE
Culture Transformation & Technology Adoption
Organizational change is human change. Neasman's data-driven approach to change management tailors support to your organization's needs and optimizes change resources.
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Drive Change with Change Management
Drive Change with Change Management
Organizations embark on a transformation journey to solve critical challenges. The success of that journey depends not only on the organization’s vision, strategic objectives, and aptitude for change, but also on distinctly human factors that must be in place to change behaviors, work practices, and workplace culture. Paying attention to these human elements, along with broader organizational and analytical factors, drives transformation success and the value that comes with it. Every transformation is human at its core, but not every transformation journey has the same destination. Your change priorities should align with your particular ambitions.
Helping Solve Your Most
Painstaking Issues
Helping Solve Your Most
Painstaking Issues
We all know change is inevitable, but it does not make leading it easy. Below is a list of the major pain points we help our clients to overcome. Review the following list to see which one apply most to you:
❌ Resistance to Change
❌ Consistent Miscommunication
❌ Change Fatigue
❌ Unclear Vision and Strategy
❌ Lack of Employee Involvement
❌ Inadequate Resources
❌ Leadership Alignment
❌ Multi-generational Age Barriers
❌ Complexity and Scope
❌ Lack of Skills and Knowledge
❌ Short-Term Focus
❌ Adequate Success Metrics
❌ Lack of Change Expertise
❌ Lack of Qualified Personnel
❌ Inconsistent Leadership Support
Successful Change Management is about People
Successful Change Management is about People
All Change Starts with Awareness and Desire. We implement the trusted ADKAR model to ensure that individuals effected by the organizational change implementation are Aware, have a Desire, understand the Knowledge required, have the Ability to implement the change, and have been empowered to reinforce the new norm. By starting with a deep insight on the cognitive awareness and ability of individuals we increase chances of a successful change and transformation across all departments of the organization.
By observing each individual stakeholder we can get a clear analysis of what people are feeling before the implementation of the organizational change. ADKAR is designed to limit resistance to change, and create buy-in from all parties. Whether implementing digital or structural change, it is a rare chance that the change will stick without creating a clear sense of awareness and fundamental requirements from everyone involved.
The (i)Four Change Management Framework
The (i)Four Change Management Framework
Marq Neasman's Strategic Change Management Services help you focus on executing the right activities for your transformation ambitions. Using our (i)Four framework, we help you articulate what you are seeking from your organizational change, understand your aptitude for change, and create a customized change program, including interventions backed by our multimedia design capabilities to create leading-edge, engaging experiences.
Intelligent Analysis
Intelligent Analysis
Diagnose change ambitions, and change propensity to identify change priorities, and assess the strengths and gaps in individual leadership capabilities critical to driving change.
Innovative Strategy
Innovative Strategy
Use the power of Intelligent Analysis to design a data-driven innovative strategy rooted in leading practices to maximize adoption and reduce change risk.
Intuitive Management
Intuitive Management
Activate a fitted change program, including targeted communications and training activities, using our adaptable High-Performance Tools to manage data, automate deliverables, and surface powerful insights.
IMPACT
Sustained
IMPACT
Sustained
Measure and analyze critical adoption metrics, using insights to sustain innovative approaches in the culture, achieve adoption, and realize more value in other change efforts.
Discover the Power of Our
Data-Driven Approach
Our state-of-the-art assessment ranks your degree of change readiness from 8-100. Click the link below to gain immediate access to the OCM Readiness Assessment.
Driving Change in Critical Areas
Driving Change in Critical Areas
We implement these for impact critical stages with 4 primary areas of importance in mind. The diagram below is the Four (P) Model, which we use to develop High-Performance Organizations and is designed for more complexed change management projects. Unlike the IMPACT Change framework, these six areas have no particular order. They are designed to expose weaknesses in different departments.
People
People
We consider how change will impact the organizations principles, presence, performance, and productivity.
Processes
Processes
We evaluate and assess how the change impacts the business structure, strategy, supply chain, systems, and standards.
Products
Products
We strategize the change lead to transformation in product discovery, design, development, and delivery.
Profitability
Profitability
We observe the financial impacts of change implementation, and how it impacts customers, communication, cashflow, capital, and compliance.
Proven Solutions to Maximize
Your Change Efforts
Proven Solutions to Maximize
Your Change Efforts
Making sure your organization is properly guided with strategy and frameworks that lead to adoption, and increase productivity requires immense planning, communication and execution. These are the outcomes that guarantee success.
✅ Expand Communication Channels
✅ Centralize Communication
✅ Implement Change Assessments
✅ Develop Change Communication
✅ Cross-functional Teams
✅ Implement Project Management
✅ Develop Leadership Development
✅ Conduct Culture Assessment
✅ Implement Change Phases
✅ Develop Change Roadmap
✅ Define Specific Metrics
✅ Engage Certified Change Pros
✅ Conduct Personality Assessments
✅ Develop Structural Support
✅ Develop Accountability Channels
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