Change Management

 

Services

 

Businesses are being transformed in many ways: through mergers, acquisitions, digital, introduction of new technologies, restructuring, regulatory changes. Transformation is also driven by new leadership, strategic decisions to change direction to position for growth, or react to changing market conditions. The same challenges typically apply: need for a new organization design, culture, and behaviors, as well as the right leadership and talent. Leaders have to reach agreement on priorities, direction, and then communicate this vision to employees along with the specific steps necessary to make it a reality. At Morshona, our consultants know how critical it is to combine deep transformation experience with practical business strategy. Change Management is focused on enabling transformations through organization and people solutions, powered by analytics and insight to drive sustainable change. Our services include an array of innovative tools and resources that we adapt to meet the needs of every client’s unique situation.

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Our services

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Our expertise includes support for a variety of transformations:

• Technology and IT implementations

• Strategic change

• Organizational design

• Mergers and acquisitions

• Support functions’ transformations

• Corporate culture change 

 

Morshona’s Change Management methodology

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We offer a comprehensive approach to the planning, development and deployment of organisational changes in a company, to help Leaders achieve smooth transitions with minimal disruption. Our team knows how to transform the business successfully, by paying particular attention to those who will be affected by the changes, ensuring management involvement and by minimising the organisational risks.

 

Our Change Management Methodology

Start changes with Morshona

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Change Management is a critical process, helping organisations transition to a new level of operational quality and efficiency, driving growth and development

 

Our Change Management methodology is based on unique solutions, our many years of experience and Morshona’s highly qualified change consultants.

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Existing organisational Change Management systems focus on getting the people ready for forthcoming changes to their work routine and supporting core project streams. Morshona’s Change Management Methodology consists of seven key elements, or work streams. Find out more in our brochure.

 

Manage change effectively with Morshona

 

Our services

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We tailor our approach to the company and the project, offering only the most suitable Change Management tools. We ensure their effective implementation.

 

• Provide the understanding of the benefits from proposed new IT systems to all employees

• Achieve stakeholder involvement in the project

• Ensure the availability of accurate and timely information about the goals and objectives of the introduction of IT systems, provide timings and key stages for the project, and describe changes to business processes, functional responsibilities, and others

• Define the organisational risks to successful project implementation, undertake risk elimination planning

• Assess the readiness of employees for the change process by conducting surveys at different stages of the project;

• Provide the necessary level of knowledge and skills for employees to work with the new system.

Change Management approach to projects

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Adoption of new technologies

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• Provide clear, timely, reliable information throughout the process

• Transform business processes  - balancing speed and quality of reporting

• Provide support for change leaders

• Identify organisational risks – implement measures to eliminate them

• Mentor and train stakeholders

Change Management approach to projects

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Fast Close

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• Audience analysis, identification of key executives and clarification of their requirements for SSC;

• Defining the strategy of involving the key employees who were transferred to SSC;

• Definition of working approach for employees who will be transferred to SSC;

• Providing the readiness of personnel within the SSC implementation and related organizational changes;

• Definition of a service culture model  and standards SSC employees, events planning for their formation (role models, training);

• Informing about the quality management  procedures  and level of customer satisfaction of SSC. The development of  system for business processes improvement  of SSC;

• Project branding, preparation and implementation of communication plan for a service organization.

Change Management approach to projects

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Implementation of Shared Service Centers (SSC)

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• Accompanying on the stages of preparation for launch in the merged organization "Day 1" and the introduction of changes affecting key employees (internal and external);

• Planning, development and implementation of the full information cycle (Communications 360 °) through the whole  process of mergers and acquisitions;

• Managing changes affecting employees of the merged company and preventing possible failures in operating activities;

• Close interaction with the HR department in the transformation of HR function;

• Preparing employees for transformation and providing a quality support throughout the processes of mergers / acquisitions;

• Ensuring an effective transition for leadership and cohesion a new management team;Preventing the dismissal of qualified personnel and providing the retention of key employees;

• Ensuring the corporate culture assimilation.

Change Management approach to projects

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Mergers and acquisitions

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• Participation in meetings with the leaders and definition of common principles for the new organizational structure;

• Realising the activities to develop management skills of leaders a period of change;

• The readiness assessment of employees to work in the new structure, planning and implementation of measures to reduce the risks related with people (awareness, involvement, skills and knowledge, availability of resources, etc.);

• Help to identify the key employees; participation in planning, development and implementation of measures for their retention;

• Development of an integrated approach to internal and external communications, consistent process of informing the employees;

• Participation in the planning, development and implementation of measures for employees’ transferring to work in the new organizational structure (close interaction with HR, IT, Finance, etc., training organisation , knowledge sharing, etc.).