Organizational
Change Management

Organizational change is human change. Neasman's data-driven approach to change management tailors support to your organization's needs and optimizes change resources.

Speak with an Advisor

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:

Are your leaders and stakeholders aligned on the reasons for the change and engaged in making it happen?
Does your workforce have the capabilities to support the transformation you’re seeking? If not, how will you build those capabilities?
Does your culture align individuals’ beliefs with your organization’s values, and support and drive the right behaviors?

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.

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.

Access Our White Paper on Organization Change Management

Creating Transformation Through Four Impactful Phases

Marq Neasman's Strategic Change Management Services help you focus on executing the right activities for your transformation ambitions. Using our 4i 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

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

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

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.

Sustained IMPACT

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.

Access Our White Paper

Implementing Change Management Where it Matters

We implement these for impact critical stages with 6 primary areas of importance in mind. The diagram below lends itself to the Neasman 6S Model, 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.

Shared Values

Shared values represent the core beliefs, principles, and norms that guide the behavior and decision-making of employees within the organization. It includes the organization's culture and the beliefs that bind employees together in pursuing common goals.

Structure

Structure pertains to the organizational design, including the division of labor, reporting relationships, and the flow of authority and communication. It involves analyzing the formal hierarchy, departments, teams, and decision-making processes.

Styles

Style refers to the leadership and management styles within the organization. It encompasses the behaviors and attitudes of leaders and how they influence the organization's culture and decision-making.

Systems

Systems encompass the tools, processes, and technologies that support the organization's operations and facilitate the execution of its strategy. This includes various information systems, communication networks, performance management processes, and other operational systems.

Staff

Staff focuses on employment structure, job descriptions, and responsibilities (both written and assumed). It includes both technical skills related to job functions and soft skills such as communication, problem-solving, and teamwork.

Strategy

Strategy is considered both a hard and soft element, as it influences both the intellectual and cultural aspects of the organization. The strategy element here focuses on how the organization's strategic choices align with its shared values, leadership styles, and employee skills.

Discover the Power of Our Data-Driven Approach to

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.

Access Our White Paper

Meet Our Change Management Experts

We partner with organizations to increase productivity, reduce costs, and increase growth by guiding them through complex transformations. Our goal is to provide you with a successful outcome and to support your long-term growth. Meet some of our Prosci-certified change management experts and senior OCM advisors that can assist you.