Leading Change and building competences for sustainable change management

How can we align 50+ change initiatives whilst building change competence within the client organisation?

Our client was in the middle of implementing a new strategy and multiple parallel change initiatives, including an Enterprise Resource Planning (ERP) system implementation. The objective was to create a common understanding of the change journey and to build and strengthen the change competences in their own organisation.

Our Approach​

We started by creating a business impact mapping of the 50+ change initiatives in progress within the client organization. To create the best starting point for the upcoming leadership task, we focused on the perceived change within the organization. 

Then, we created the framework to allow the leadership team to obtain a common grounding in the change journey. This included an understanding of timing, how the change should be led and what is required for a successful implementation.​

For the ERP implementation, we developed an implementation strategy- approach- and plan, a communication strategy and plan; a training strategy and build the skills internally to lead the implementation. 

Finally, we strengthened the implementation efforts and the change competencies by building and implementing a Change Management Training Programme for project managers.

The Results

Enabling Change ensured that the necessary internal competencies were built so that the client themselves could lead the implementation of the changes, both within the projects and at management level.​

Key deliverables:

• Achieve a common understanding of the change journey and business impact

• Develop change competence 

• Create change communication​

• Provide leadership support​

• Prepare for implementation of a large business project with a change strategy, training and communication strategy, as well as an implementation plan 

• Provide change management and implementation support​