Management Consulting Services
Good change management is delivered by your leaders so employees fully adopt the change and the ROI is achieves and the organisation is ahead of the competition in terms of improve performance. Our approach is simple we align the leadership team on their strategic priorities, build them into a high performing team and equip them with change leadership skills to lead the change. Next with build internal change capability using change management gamification, a form of experiential learning where the skill can be immediately applied back in the work place. With these two foundations in place we focus on employe change adoption.
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Delivering Change is underpinned by the following areas:
Change Leadership Alignment
"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"
Employee
Change Adoption
Business benefits and sustainable change are realised when you have achieved full employee change adoption. Are you ensuring your employees are supported through the AUILM® change adoption cycle?
Change Management Gamification
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.
Employee
Behaviour Change
In many cases change implementation success is dependent on behaviourail change. If change adoption is highly dependent on behavioural change, i.e. it is safety critical, it requires finance compliance, etc.?
Change and Improvement Capability
Delivering successful change needs much more than a standard project management approach, it also needs change capability: change sponsors, leaders and change practitioners.
Change Management Framework®
Our main area of expertise and advisory service offering is change management and central to client delivery is our registered trade mark a2B Change Management Framework® (a2BCMF®). It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change, the transition from the current state 'a' to the future state 'B'.
Step 1: Strategy Alignment - checking that the change is aligned to the strategy
Step 2: Secure Sponsorship and Resources - identifying the sponsor and other change resources
Step 3: Previous Change - assessing previous change for future change management success
Step 4: Develop Detailed Change Plan - document the actions, timelines, milestones and resources needed
Step 7: Manage Resistance - requires simplicity and repetition with a feedback loop
Step 8: Develop New Skills and Behaviours - ensuring impacted employees can perform their new role
Step 9: Adoption - leaving the old ways behind and adopting the new way of working
Step 10: Sustain and Close - closing the change after the organisation and employees have adopted the change
Step 6: Assess Readiness - managing the negative reaction of the organisation or individuals
Step 5: Communicate the Change - requires simplicity and repetition with a feedback loop
Our Approach is based on the:
Leadership of Change® Body of Knowledge
Change Management Books
![a2B Advisory Consulting, Change Management, a2B Change Management Framework, a2BCMF, Peter Gallagher, Sarah Gallagher, Structured Approach to Deliver Change, enabling step improvement [www.a2B.consulting]](https://static.wixstatic.com/media/3c6ada28ceb647b9942b2a23290d3184.jpg/v1/fill/w_1345,h_180,al_c,q_80,usm_0.66_1.00_0.01,enc_auto/3c6ada28ceb647b9942b2a23290d3184.jpg)
Management Consulting Services
Good change management is delivered by your leaders so employees fully adopt the change and the ROI is achieves and the organisation is ahead of the competition in terms of improve performance. Our approach is simple we align the leadership team on their strategic priorities, build them into a high performing team and equip them with change leadership skills to lead the change. Next we build internal change capability using change management gamification, a form of experiential learning where the skill can be immediately applied back in the work place. With these two foundations in place we focus on employe change adoption.
​
Delivering Change is underpinned by the following areas:
Change Leadership Alignment
"Do you have a change vision? Are you aligned on your strategic objectives? Are you a high performing team? Does your team have change leadership skills to lead the change or improvement that your organisation is facing?"
Employee
Change Adoption
Business benefits and sustainable change are realised when you have achieved full employee change adoption. Are you ensuring your employees are supported through the AUILM® change adoption cycle?
Change Management Gamification
Change Management Gamification is the new trend which helps to engage your employees by using gaming methods. We use gamification so that your employees can learn, test and prepare for your organisational change.
Employee
Behaviour Change
In many cases change implementation success is dependent on behaviourail change. If change adoption is highly dependent on behavioural change, i.e. it is safety critical, it requires finance compliance, etc.?
Training and Masterclasses
Delivering successful change needs much more than a standard project management approach, it also needs change capability: change sponsors, leaders and change practitioners.
Change Management Framework®
Our main area of expertise and advisory service offering is change management and central to client delivery is our registered trade mark a2B Change Management Framework® (a2BCMF®). It is a structured and disciplined programme approach, to support organisations, leadership teams and individuals going through a change, the transition from the current state 'a' to the future state 'B'.
Step 1: Strategy Alignment - checking that the change is aligned to the strategy
Step 2: Secure Sponsorship and Resources - identifying the sponsor and other change resources
Step 3: Previous Change - assessing previous change for future change management success
Step 4: Develop Detailed Change Plan - document the actions, timelines, milestones and resources needed
Step 7: Manage Resistance - requires simplicity and repetition with a feedback loop
Step 8: Develop New Skills and Behaviours - ensuring impacted employees can perform their new role
Step 9: Adoption - leaving the old ways behind and adopting the new way of working
Step 10: Sustain and Close - closing the change after the organisation and employees have adopted the change
Step 6: Assess Readiness - managing the negative reaction of the organisation or individuals
Step 5: Communicate the Change - requires simplicity and repetition with a feedback loop
Our Approach is based on the:
Leadership of Change®
Change Management Body of Knowledge (CMBoK) Volumes
