Change Management

Appnovation has a tremendous amount of experience and knowledge in the process of planning, designing and executing both organizational transformation as well as specific, transactional programs both rapidly and with great dexterity.

Our change management projects and programs focus on the underlying strategies and their development that will ultimately address the client’s needs as well as govern the future state of the organization and its transformation. Our ability to focus on mindset, behavior, technology, organizational and operational change is what is what increases the likelihood of success for clients.

Our change management expertise encompasses

• Project/Program Management
• Technology Selection, Implementation, Integration & Adoption
• Business Process Redesign
• Organizational Structure Design
• Trainings Design, Development & Delivery
• Merger/Acquisition Integration

Within that expertise, we offer the following services to help organizations with change:

Assessing Change

Assisting with understanding accurately where the enterprise is and where it wants to go, taking into account things maturity level in areas like resources, technology, leadership, employee skill sets, financials, organizational structure, operations, etc. to best gauge change readiness of the organization.  

Behavioral Change

We can help enterprises design and define ideal behaviors from all parts of the organization including leadership, management and employees as well as enable tracking of KPIs to help monitor and ensure the change happens or assist in identifying why it is not.

Change Strategy

Outlining a complete view of the future state of the enterprise based on the program of change and designing that program to spec, including precise and detailed initiatives in such key areas as descriptions of key behaviors required, as well as strategies for learning and communications, and finally approaches and methodologies to leveraging technologies and analytics to maximize efficiency.

Enabling Change

Human capital, leadership and stakeholder analysis; impact and implications of change assessments; change measurements, KPIs and analytics; change communications, engagement and adoption; training and developing internal competency, knowledge transfer and performance support; and organizational alignment and alignment of people’s behaviors, company culture and the entity as a whole.   

Tracking Change

Using data, analytics and insights to direct change programs so as to afford stakeholders the ability to identify, plan and execute the most successful course for change, observe the progress while it is happening and take any action as needed to keep things on track.

Maintaining Change

We offer maintenance and sustainment services that can ensure compliance with business and governance requirements, plans for managing implementation and adoption resistance, and improve the quality and consistency of the implementing of changes. Employing such tactics as message reinforcement, training and skills development, realignment of ideas and public (internal, potentially moving to external) sponsorship.     

Areas include:

Opportunity & risk assessment and management

Risk and opportunity for the enterprise and its people are assessed from the very start which includes identification and classification of key stakeholders and their understanding of the change program.

Strategies are created and activities are executed to capitalize on opportunity at the same time reducing risk all the while managing change throughout the project. Additionally the enterprise, business unit and/or department as a whole is assessed for its readiness to handle the change/transformation prior launch.    

Leader alignment and mobilization

Leaders, promoters, early adopters and influencers are identified. Appnovation looks to engage this group through various tactics to help drive the change program and set the example for embracing the transformation.

Communication is key for alignment and building of cohesive action items for the business to be executed. An understanding of the change, the priorities to happen and resources required are had by all in this group.     

Communication and engagement with stakeholders

Communication is paramount and treated with the utmost regard, ensuring engagement, understanding, involvement and feedback are all accounted for in the communication plan design. From there the plan is developed and implemented so that the right messages arrive to the right people at the prescribed time.

All communications are created to be clear, timely and consistent throughout the change management program and feedback loops are built in to ensure comprehension and to capture broader support across the entire entity or business unit. Validation events happen throughout the course of the program to show initiative progress, stakeholder and personnel engagement and provide continuous awareness.

Human capital preparation

We help determine new skills and organizational changes are required. This part has the most implications with respect to people’s jobs and the way they work.

Trainings are delivered, learning is promoted, engagement is driven and expectations are clarified by leaders and management through the use of tools and resources. 

“Future State” design and development

Essentially creating the structure of the desired future organization. We align the needs of the business unit with best practices to shape the future state procedures. Reporting structure, personnel roles and responsibilities are defined in detail and grouped in a logical orchestration to align with the new state of operating.

Furthermore, current operations, technologies and resources are inventoried and analyzed to better understand competencies, capabilities and dependencies of the current state. Methodical and systematic implementation of the future state operations occurs with the new organizational structure that is in alignment with both technology (new and retained) and processes.

Sustainment of the transformation is measured, maintained and reinforced through the installation of performance management systems and KPIs.  

With the focus on these previous five areas Appnovation is able to help an enterprise drive true transformation of the entity, but critical to the change management of organization are the following 6 factors:

• Entity/Business Unit Leadership - must be effective, have a good understanding, able to take action, able to adapt, mobilize colleagues and are not just bound by title and position   
• Personnel Management - leading, supporting, guiding in the areas of process redesign, labor management and, job tracks and career progression
• Leadership & Organization Development - engage, build momentum, eliminate barriers and deliver training as the needs of the project and leadership warrant  
• Communications - clear, concise and consistent messages delivered to the right audiences at the right time
• Training - supporting plans, resources and training are crafted and delivered based off a needs assessment  
• Technology - leverage where possible and practical to improve processes, workflows, and reporting