Change is challenging. Large organizational change effort can fail or underperform even after decades because leaders need to recognize motivation, framework, receptiveness, structure, and speed. Communication need to be effective and right levers need to be pulled at the precise moment in dynamic circumstances. Things hardly go as planned and even it is human nature to be at ease with current situation.
What is the huge obstacle to change?
It is human nature to be suspicious about change. The pain of potential fears about status, independence, and inevitability is experienced. Real changes place all these in flux. According to experts the most crucial part of managing changes in an organization is to motivate members of all levels. When organization puts their first step towards change –
- Frontline staff or employees are familiar with consumer’s needs, so they feel the earnestness to improve.
- Top leaders have clear view of business goal and access to all the information, so they understand things need to be done differently.
- Middle level remain shielded from consumers and uninformed about the huge picture, so can be reluctant participants.
The biggest obstacle to change is in the mid-tier from where the reporting structure of an organization goes, which gets calcified at times. They don’t enjoy senior level benefits but have access to each information and are a couple of level away from customers, so don’t feel the need to change things daily. They start liking their roles. Actually, this group has to be convinced. It is a challenge to an organization on how to get this mid-tier keenly adapt the change.
Fortunately, human capital consulting and professional coaching helps to fill this gap. Expert outside perspective with decades of experience and best practice knowledge helps to get and insight and successful changes across the organization. Consultants help your employees stay on the right path and surmount hitches that come along the way.
Key services of human capital consultants
- Change management
- Performance management
- Organizational design
- Talent acquisition
- Learning and development
- Compensation design and review
- Benefits design and review
- Assessment & development of policies & procedures
Coaching helps to grow
Professionals follow grow coaching model, where leaders and managers are offered support so as to keep them moving forward. Training is also offered to the teams to create goals, execute action plans, as well as beat resistance to change, take responsibilities, and make informed decision.
Human capital consultants help companies manage –
Transactions and transitions
- Acquisitions & divestitures
- Senior leadership changes
- Public offerings
- Leadership and culture assessment in portfolio companies
- Shared services
Resolved time-sensitive business issues
- Ineffective development process
- Re-engineer learning and development process
- Retention challenges
- Senior/mid-level managers not prepared to mentor or coach