is fundamental to the chances for organisations and businesses to prosper. But the process of making change is frequently
not straightforward, often difficult and stretching - one where help and support can make the difference. Organisations’
ability to change, to meet new realities, is central to whether they can survive in these turbulent times.
It is ever more likely that change will be a constant theme, where the wishes of some staff for consolidation
have to be balanced against the drivers of change - both inside and outside the organisation. The scale of change may
be radical or, more usually, it may be incremental. Staff engagement is always worthwhile, securing the aim of building
staff ownership and trust, able to draw on the intrapreneurial talent within the organisation.
Consultancy interventions help with:
Creating an evidence based appreciation of what can be achieved
and sustained, over which period of time, and where leadership interventions need to be concentrated
Formulating a robust business case for change and restructuring
Taking new ideas of products and services from conception to fruition
Ensuring an effective change process, using a wide range of tools and techniques
Linking change with training and development to coach and support the practical engagement of change champions,
break down silos, and enable creativity and engagement with innovation
Gaining an objective understanding of how the culture has changed
Delivering mergers and partnership working
Aligning working methods, structures and the mission and vision
for the organisation, and embedding new ways of working and leadership behaviours
Building confidence in the Board and senior managers' ability to invest in those areas where change
can have the greatest impact
Developing an agile workforce with the tools and methods to work
Meeting continuing strategic and practical challenges through review
workshops, coaching and team development.
HBMC brings significant experience in co-producing successful change programmes, supporting leaders and organisations
through these processes. HBMC understands how important it is to reflect organisational values, not only at the end
of the process but equally while change is effected.
Supporting the merger of PAC
and AAY to form PAC-UK is one example of how HBMC works - as you'll see by clicking this link: