skip to Main Content
Disrupting People Change Management

Disrupting People Change Management

Change Management is a hot topic right now, with businesses looking for new and innovative ways to get back to ‘business as usual’.

Disrupting People Change

If anything, 2020 has taught us that change strategies are important. Being agile and innovative is what makes or breaks businesses in moments of crisis, and we’ve seen all too many real life case studies of this of late. 

When we started Harmonising Change, our main aim was to disrupt the People Change Management space. Why was this important to us? Because we’ve walked a mile in your shoes. We understand what works and what doesn’t. We’ve had experience at both sides of the table.

Harmonising Change Directors Message

We set out with three main points of difference in our approach.

Harmonising Change Journey to Normalising Change Management

  1. Change Journey. Understanding that transformation is not a check box exercise, but that it is instead a journey. Many businesses struggle with resistance to new strategies and therein lies the challenge. Change is not possible without the people who make up the organisation, it simply cannot happen in isolation and this brings us to our second point of difference;
  2. Humanising Change. We encourage a culture of learning and development through this process, encouraging organisations to invest in their people. If employees see the benefits of employing these strategies outside of any doubt, we will start to create a loyal workforce of people who understand the benefits of a company that is agile, innovative and can adapt to internal and external forces. 
  3. Lastly, Normalising Change. Transformation is normal and necessary. We need to normalise this. We focus on starting, and facilitating positive dialogue around reformation in the workplace. We expose people to the bigger picture and equip them with the necessary skills to enforce these strategies on their own.

With that, one of our biggest challenges is helping decision makers understand the importance of transformation strategies as a part of day to day operations, rather than an emergency exit plan. Part of advocating for change journeys means that we’re working with businesses to build these plans into the organisation’s DNA, ensuring longevity and effectiveness.

This Post Has 0 Comments

Leave a Reply

Your email address will not be published. Required fields are marked *

Back To Top