Change Facilitation

Change Management is the systematic process of taking into account the global conditions affecting an organization, as well as specific conditions in the organization. The change management methodology examines the current environment with respect to organization culture, communication, organization design, job design, infrastructure, personnel, skills and knowledge, people/machine interfaces, and incentive systems.

Generally speaking, there is no single change strategy.  You can adopt a general or what is called a "grand strategy" but, for any given initiative, you are best served by some mix of strategies. 

Which of the preceding strategies to use in your mix of strategies is a decision affected by a number of factors.  Some of the more important ones being. 


  • Degree of Resistance. Strong resistance argues for a coupling of power-coercive and environmental-adaptive strategies. Weak resistance or concurrence argues for a combination of Empircal-Rational and normative-reeducative strategies. 
  • Target Population. Large populations argue for a mix of all four strategies, something for everyone so to speak. 
  • The Stakes. High stakes argue for a mix of all four strategies. When the stakes are high, nothing can be left to chance. 
  • The Time Frame. Short time frames argue for a power-coercive strategy. Longer time frames argue for a mix of empirical-rational, normative-reeducative, and environmental-adaptive strategies. 
    • Expertise. Having available adequate expertise at making change argues for some mix of the strategies outlined above. Not having it available argues for reliance on the power-coercive strategy. 
    • Dependency.  Ther is a classic double-edged sword.  If the organization is dependent on its people, management's ability to command or demand is limited.  Conversely, if people are dependent upon the organization, their ability to oppose or resist is limited.  (Mutual dependency almost always signals a requirement for some level of negotiation.)

We will assist your organization to undertake a smooth change process


  • Identifying the Change if not already done.
  • Conducting a Change Readiness Assessment.
  • Implementing the change.
  • Initiate mechanism for continuous monitoring of the change process.