Change Management

Each person tends to react to important changes with a certain degree of resistance. The awareness that we transit through the stages of the "momentum of change" in order to attain a new balance, helps us to competently master the various phases associated and eliminate the impact of individual and group resistance.

The Complexity of Change

We achieve maximal results when the individuals of the organisation really buy-in to our projects. Our method is called co-implementation®. We work close together with our clients and their employees, hand-in-hand. We develop and implement solutions together. Whether they are process, system or behavioural improvements, we work side by side with each single part of the organisation until these changes have been assimilated by the users.

Columbus Management develops and implements change management programmes to ensure that a specific chosen change is accepted and sustained by the stakeholders, through elements of long-term cultural change.

4 main principles about change in the context of a change management project deployment:

Change Management refers to any approach to transitioning individuals, teams, and organisations using methods intended to re-direct the use of resources, business process, budget allocations, or other modes of operation that significantly reshape a company or organisation.

Change Management focuses on how people and teams are affected by an organisational transition. It deals with many different disciplines, from behavioural and social sciences to information technology and business solutions.

The 3 main types of change are:

• Evolution: a slow process, generated by uncontrolled external factors (competition, regulation, technology, etc..)
• Revolution: a sudden, traumatising process, as a consequence of an uncontrolled crisis
• Transformation: a systematic and planned process with controlled stages

Phases of Emotions and Behaviours during a Change Management Project:

Fear, hope, denial, resistance, mourning and exploration. All individuals will go through these emotions when going through a change management project. The expectations for the executives are not the same as for middle management or staff. All need to be managed and behaviour change obtained, through communication, engagement, involvement, coaching and results.