Change Management

Change management projects can be the most challenging type of consultancy project. And the greater the degree of change, the bigger the challenge.

Change management projects usually follow some sort of organisational restructuring or strategic revision. Typically, they involve streamlining, downsizing, realigning, or rationalising internal assets and resources. In practical terms, restructuring entails change at the human resource level – whether that is eliminating, creating, or redefining roles, rearranging structures and departments, or upskilling, reskilling, or transferring/deploying personnel.

Disruption, short-term productivity loss, resistance, and anger are inevitable. As a result, change management can be a sensitive activity.

When organisations restructure, whole departments can be closed, entire functions outsourced, work flows significantly reconfigured, and functions/department merged or realigned in disruptive ways. From time to time, organisational restructuring involves alteration to information channels and chains of authority, with implications for management hierarchy, the reporting chain, and manager-worker dynamics. This type of change project is among the most difficult because it often involves redundancies, relocations, unwelcome reorganisation, and the communication of bad news.