EDUCATION
&
CONSULTING

ENTERPRISE
SYSTEMS

1. The Three Phases of the Organizational Change Management approach
2. Available Support, Education and Training
3. The Starting Point
   
   

To support our clients in their Organizational Change Management work we offer various planning, coaching, facilitation, education and training services. The following is a list of some of the most frequently used services.

Planning, Coaching and Facilitation Services

• Facilitation of initial strategy development
• Steering Group Coaching
• Coordinator or internal Project Manager coaching
• Working Party and Design Team coaching and facilitation
• Survey design and Project Management of surveys
• Objective third party and technical analysis services
• Values and Code of Conduct development and measurement facilitation
• Reward and Recognition Systems design and implementation facilitation
• Communication Systems design facilitation
• Decision making modes measurement design
• Rules of Governance development facilitation
• Organizational Change Management planing and strategy facilitation
• New Work Systems Design and Implementation Services
• Directional/Future State Vision and Strategic Planning assistance
• Executive Leadership Development coaching

• Steering Committee Planning and Implementation Training (1 to 2 days)
• Leadership Behavior Workshop (2 to 3 days -- in separate sessions)
• Managing Resistance During a Change Process (2 to 5 days)
• Advanced Facilitation Skills Workshop (2 to 3 days - in separate sessions)
• Manager/Supervisor Coaching Skills Development Workshop (2 days)
• Reward and Compensation Systems Development Training (2 days)
• Communication Skills Workshop (2 days)
• Designing Cultural Measurement Tools (1 day)
• The New Work Systems "Discovery Workshop" (2 to 3 days)
  
  

Your organization may be in an advanced state of Quality Management or at the initial stage of setting strategy. Regardless of this state of development, the response to organizational change is going to be the same -- apprehension and resistance. Only the degree of resistance will vary. Therefore the place to start is to get sanction for change from the top down and then build commitment from the botton up.

Sanctioning change will only result from senior management being able to gain an understanding of the significantly improved results that are achieved as a result of aligning the culture with other improvement efforts. Our approach often starts with measurement of the existing culture, leading to formal design of cultural transformation.

Contacting an AMGI professional will help you to think through how this can be sponsored in the most effective way within your own organization. Whether early or late, this often neglected area of strategy is the only way to successfully address the organizational barriers to building a high performance work environment. Contact AMGI by email.