Change is no longer an event that happens to people, teams or organisations – it’s a constant state of being. Neither is it a process that can be ‘managed’, rather it’s something that is happening to most of us, most of the time. Finding innovative solutions to old problems is key to business success in the 21st century – so much so that many organisations exist in a state of continuous transformation, just to stay relevant. So how we do help companies get ready to embrace change? Our approach is not change or process-centric, but people-centric based on the Insights Discovery Program.

Insights Discovery as part of a wider program

Insights Discovery is an important instrument in our organizational change program. A simple framework of four color energies that can be used to develop highly-tailored solutions to meet your unique business needs.

Example solutions:
■Increasing communication and collaboration: learn how your team, department or organisation can work together more effectively in a series of Insights Workshops.
■Improving personal effectiveness: as part of a programme of coaching, Insights can be used to identify areas of strength and help create a development plan tailored to each individual.
■Developing leaders and sales people: use an understanding of preferences to assess individual and collective strengths and enhance crucial business skills.
■Taking self awareness to the next level: with help of the Insights Personal Profile, the instrument can be used to provide feedback on an individual basis to peers, managers and staff.

Without change management, there is a major risk of failure in implementing a new business or transformation strategy. Change involves adopting new mindsets, processes and technologies and change management helps people make the transition successfully.

Arts & Minds Consultancy partners on a range of strategic and transformational challenges:
•Organization/target operating models
•Complex technology transformation and adoption programs and egagements
•Outsourcing planning and transitions
•Post merger integration
•Restructuring

Organization Readiness Assessment

• Assess the organization’s readiness for change
• Develop the recommendations to guide the design of the change program
•  Intervene on personal, team level and department level to assess cultures and to attain the desired state

Stakeholder Analysis and Engagement

• Identify key stakeholders
• Understand stakeholders requirements and preferences
• Establish change agents in the organization
• Understand the change impact on people in the organization, including the process and technology dimensions
• Prioritize the different impacts and develop effective mitigation strategies

Communication Strategy, Planning and Execution

•Ensure adequacy, timeliness, consistency and that the context of communication is maintained
•Establish a two-way communication network
•Develop targeted communications to stakeholders with varying degree of buy-in for the change

Change Impact Assessment and Analysis

•Identify key stakeholders
•Understand stakeholder requirements and preferences
•Establish change agents in the organization

Organization Design

•Create organization design and governance models
•Assess the impact of change on the organization structure
•Develop an effective organization structure to operate after the change
•Determine which roles/responsibilities will be changed or eliminated

Skill Gap Assessment and Training Needs Analysis

•Determine what skill gaps may exist on human resources that may affect their performance once the change is implemented
•Develop a comprehensive training plan and associated material to support the change