Organizational Change Management

Driving Transformational Change

Arbela’s change management methodology follows a structured approach for supporting individuals throughout a change initiative to enable them to move from their current state to the desired future state. Arbela works to prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes.

For our change management strategy, we will identify any potential gaps and project risks, provide a high-level communication strategy, recommend adoption tactics, change measurement metrics, begin sustainability planning, and more.

Increase Likelihood of Project Success

The better we apply change management, the more likely we are to deliver on project objectives. Projects that utilize excellent change management are six times more likely to meet objectives than those with poor or no change management.

Mitigate Mission-Critical Risk

Ignoring the people side of change creates risk. When the focus is exclusively on meeting technical requirements, instead of adoption and usage of Dynamics 365, the result is excessive risk and cost. Projects are subjected to additional costs of redesign, rework, revisit, redo, retrain, rescope, and in some cases, retreat. Absenteeism and attrition increase. Productivity declines. Customers feel the impact when they were not supposed to. Morale suffers. Employees disengage.

Take the Challenge out of Change

Change can be difficult. To the degree that we can, we want to remove the challenges associated with change. If we don’t proactively support and guide people through the changes our projects bring, we leave them struggling to embrace change. Change management removes the challenges from change by providing employees with the tools, support and skills they need to succeed in change.

Build Change Competency into the Organization

Organizations with change competency will realize higher levels of adoption, system utilization, and return on investment.

Everyone thinks of changing the world, but no one thinks of changing himself. (or herself)
- Leo Tolstoy

Change Leadership Workshop

An important component of Arbela's change management services is a one-day workshop with executive leadership to align within the following areas:

• Define the Change: Clarify the purpose, scope, and expected outcomes –- build alignment on a compelling case for change that addresses: “Why is this critical? Why now?”
• Develop a Shared Vision: Create a clear picture of what the transformed business will look like after the change has been fully implemented; use the vision of success to inspire commitment and engage people
• Lead the Change: Ensure senior management and executives play an active role in managing the change
• Establish Accountability: Develop a robust work plan that clearly defines roles and responsibilities, identify the key decisions that must be made and by when
• Align Systems and Structure: Assess current organizational policies and programs; these may need to change in order to embed new behaviors

The goal of the workshop is to: gather insight and perspective from stakeholders on key aspects of the change initiative, identify potential areas for improvement, reinforce the strategic intent of the project to key stakeholders, agree how to measure the success of the transformation project, align and engage key stakeholders in understanding their role in the transformation.