Adopt changes effectively while minimizing disruptions through Change Management
Partner with us to proactively plan, implement, and monitor purposeful changes within your organization.
How do you grow your company and still provide meaningful solutions to your customers, without sacrificing quality? For organizations that are trying to go from $1M+ to $10M in revenue, this is literally The 10 Million Dollar Question. And what is it that $10M companies have, that smaller companies do not?
As a small business owner, you've likely encountered many obstacles in pursuit of sustainable $10M revenue growth. It can be quite demoralizing... you work hard, you put in the extra hours outside of the office, and yet somehow (to this point), you haven't been able to reach this milestone.
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First, let's acknowledge that this is not an easy feat. In fact, less than 1% of businesses surpass the $10M mark. Do not despair, there's a silver lining here... If your business is generating at least $1M per year, you've already beaten out 95% of all businesses in the US. That's right, $1M in annual revenue puts your company in the top 5%.
This means you're not trying to climb a long steep hill from the bottom to reach the top 1%. In reality, you're not all that far from the summit. We're talking about edging out only 4 more measly percentage points to get into the top 1% from where you are. Sound doable? That's because it is, but getting to $10M requires an organizational shift away from the small business mentality and that's where Change Management comes into play. Transform your business with our customized, results-driven approach to managing change.
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“There is nothing permanent except change.”
-Heraclitus
About this Service
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Our Change Management services are designed to ensure changes are adopted effectively while minimizing disruptions to your company and its stakeholders. We do this by proactively planning, implementing, and monitoring a process that best suits your unique organization to facilitate purposeful changes.
We want to enable you to take your small or medium-sized business to $10M, and beyond. Your decision to incorporate an effective Change Management process is a major step in the right direction to get you there.
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Doxazo enhances industry best practices by adding our Combined Energy Approach™ to frameworks and standard Change Management methodologies. This allows us obtain impactful results while implementing changes in a controlled and structured way. Our tools to enhance Teamwork, Communication, Effectiveness, and Alignment help ensure buy-in and support (improving adoption).
This approach allows us to get everyone on the same page about the importance of organizational change. We'll help leverage the technology and systems you have in place to automate processes where possible, and provide expertise and access to resources to solidify your internal operations.
For change to take root, we believe creating team understanding is an absolute must, but we don't stop there. Our goal is to take your team beyond simple understanding to having confidence that the changes are needed for the greater good,. Further, we want to inspire within them the discipline to adhere to each purposeful change. In other words, we want to overcome resistance and ensure the changes "stick".
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Perhaps the best feature of our Change Management program is that it is not a temporary solution. Yes, we want to get you from current state to desired end-state, but organizations need change periodically. Simply taking the company from point A to point B is not our endgame. The organization must be able to adapt in the future and having a Change Management process in place will allow it to do so without further external assistance. As with all of our process-related services, Change Management is ingrained with Continuous Improvement techniques to ensure your process doesn't become obsolete, in fact it is designed to get better and better over time.
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What our In-person Change Management services entail:
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Operational Direction
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Operational Environment
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Process Accountability
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Function Accountability
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Risk Analysis​
- ​Problem Framing
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Root Cause Analysis​
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Diagnostics​
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​Operational Approach
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Feedback Presentation
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Obstacles and Risk Analysis
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1-Year Strategic Plan of Action
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Designing Interventions
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​Strategic Change
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Human Process
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Technostructural
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Human Resource Management
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Tactical Plan of Action for Next 90 Days
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Standard Operating Procedure (SOP)
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Training​
- Organizational Level
- Group Level
- Individual Level​​​
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Key Performance Indicators​
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​Stakeholder Engagement
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​Process Testing
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Continuous Improvement
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Training
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Evaluation and Optimization
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Key Performance Indicators​
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Stakeholder Engagement
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*if you’re interested in business enhancements like Change Management, be sure to check out our other offerings by clicking here.
FAQs
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How do you grow your company and still provide meaningful solutions to your customers, without sacrificing quality?
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Partner with Doxazo to implement Change Management within your company. Together with your leadership team, we'll quickly identify, document, improve, and train on the best practices that will help you implement change in a controlled and structured way. This will allow you to ensure buy-in and support, improve adoption, maintain competitiveness, and achieve goals.
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...even if you have a busy schedule?
There's no better time than now to implement a Change Management program. It doesn't matter if you have a full schedule or perhaps you're in the midst of your "busy season". If you think about it, you will always feel busy or have a full schedule (if your company is growing and succeeding the way you want it to). If you can prepare for and facilitate change during the hectic times, it'll be all the more simple if things do calm down. In fact, the whole point of having a Change Management process is to efficiently and effectively facilitate change within your organization. Unplanned change seems to show up at the worst possible moments. Why not get a Change Management process squared away to avoid and mitigate risks before they become issues? Don't delay the implementation of this powerful solution that will so greatly help you and your stakeholders. Change is inevitable, it only makes sense to take steps to manage it to avoid costly disruptions.
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...even if there doesn't seem to be any money in the budget?
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The savings and rewards of effective Change Management will far outweigh the costs. Organizations lose an incredible amount of time and money to declining performance, stagnation, resistance to change, employee turnover, poor customer feedback, and compliance issues. When an organization takes steps to mitigate and address these issues with Change Management, it can reduce their impact. This makes the company more productive, profitable, agile, and increases stakeholder happiness. We offer this premium service for a reasonable price, and it has the potential to have paid for itself many times over within months (or perhaps even weeks).
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...even if your company is unique from all other companies?
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Change Management has some best practices, frameworks, and methodologies but it is by no means a "one-size-fits-all" solution. We'll take the time to gain insight into your company's strategy, structure, systems, values, leadership styles, workforce, and skill gaps. We diagnose problems, collect data, and custom tailor a plan of action for each organization no matter how unique. Lastly, we'll make any required adjustments to ensure design of the deliverables, implementation, training, evaluation, and optimization meet both our standards.
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...even if you have tried in the past and were unsuccessful?
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Doxazo's Change Management services include additional training designed to bridge the gap between intentions and actual results. Without proper buy-in from your team and commitment to change, you will not get the results you seek. For us, it's not enough to just "give you a fish to feed you for a day". We want to "teach you to fish to feed you for a lifetime" by guiding you through the process of understanding, to gain confidence, become disciplined, and generate excitement so you don't lose momentum as soon as we walk out the door.
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...even if you don't think it's possible?
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If you’re choosing not to engage in effective Change Management, it’s only a matter of time before you are left behind by your competition. Everyone needs change to remain competitive when delivering their product or service, and without managing that process, you're treating change as an accidental occurrence when you don't have to. Taking a step towards implementing this solution will allow you to ensure your company's future, but only if you choose to act.
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...even if you think it would be better suited for down the road?
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There's no better time than now to implement a Change Management program. It doesn't matter if you have a full schedule or perhaps you're in the midst of your "busy season". If you think about it, you will always feel busy or have a full schedule (if your company is growing and succeeding the way you want it to). If you can prepare for and facilitate change during the hectic times, it'll be all the more simple if things do calm down. In fact, the whole point of having a Change Management process is to efficiently and effectively facilitate change within your organization. Unplanned change seems to show up at the worst possible moments. Why not get a Change Management process squared away to avoid and mitigate risks before they become issues? Don't delay the implementation of this powerful solution that will so greatly help you and your stakeholders. Change is inevitable, it only makes sense to take steps to manage it to avoid costly disruptions.
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Why Doxazo
Like many other firms, we utilize best practices for Change Management. We focus on the effective adoption of purposeful change while minimizing disruptions to your company and its stakeholders.
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With that said, not all Change Management process services are created equal. While we utilize many of the same practices as the competition, we must emphasize that we are not all cut from the same cloth. We believe in "striking while the iron is hot". If you're interested in pulling the trigger, you shouldn't have to wait. We're committed to getting you rolling within 2 weeks of initial contact (if you so desire).
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We will analyze, plan, and offer interventions that will facilitate effective change within your organization. Our true goal isn't just to take your company from point A to point B. We desire to impart the knowledge and practices that will allow you conduct Change Management on your own, in-house, unassisted by external partners like us in the future.
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We'll leverage tools and methods for improving Teamwork, Communication, Effectiveness, and Alignment within your organization (called the Combined Energy Approach™ ) to maximize productivity. Organizational shifts take time, but we have found it can be greatly reduced when everyone has the same goal, they're working together, information is flowing, and the root causes of issues are being solved.
Processes like in Change Management, are only as good as the people that execute them. In order to set your organization up for success, we don't just enact implementation at the organizational level, we also strive to create understanding, confidence, discipline, and excitement surrounding this process at the group and individual levels. At Doxazo, we care about delivering positive results, so if you're not happy, we're not happy.
None of this costs you anything if you don’t feel value was received. Our guarantee states: “If when the work is done, the client does not feel that the full value was received, then the client decides how much it was worth and how much to pay (if anything).” That is how confident we are that we can deliver positive results.
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Change Management
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Bottom Line Up Front (BLUF):
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Change Management is the process of proactively planning, implementing, and monitoring purposeful changes in an organization in order to minimize disruptions and ensure that the changes are adopted effectively.
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Different frameworks and methodologies such as Lewin's Change Management Model, Kotter's 8-Step Change Model, ADKAR model, Bridges Transition Model, and McKinsey 7-S model can be used for Change Management.
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Change Management can benefit a wide range of people within an organization, including senior leadership, managers, employees, customers, and shareholders.
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Signs that suggest Change Management is needed include declining performance, difficulty meeting goals, resistance to change, high staff turnover, poor customer feedback, compliance issues, and technological advancements.
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The steps for conducting Change Management may include identifying the need for change, assessing the impact, developing a plan, communicating the change, implementing the change, monitoring progress, reinforcing and sustaining the change, and reviewing and evaluating.
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The frequency of Change Management within an organization can vary depending on the specific needs and circumstances, but organizations should have a Change Management process in place and be prepared to implement changes when necessary.
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Change Management is an ongoing process and organizations should continually monitor their environment and be ready to adapt when changes are needed.
Contact us today if you want to transform your business with our customized, results-driven approach to managing change!
In This Article
What is Change Management?
Change Management is the process of proactively planning, implementing, and monitoring purposeful changes in an organization in order to minimize disruptions and ensure that the changes are adopted effectively. Many organizations treat all change as an accidental occurrence. Change Management is deeply rooted in intentional and goal-based activities.
Change Management is used to help organizations and their stakeholders embrace changes to processes, systems, tech, functions, and structure. It is essential for organizations that desire to remain competitive and adapt to changing environments.
There are many frameworks and methodologies that have been developed to facilitate change over the years:
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Lewin's Change Management Model: This model was developed by Kurt Lewin and is one of the most widely-used Change Management models. It consists of three stages: "Unfreeze", "Change", and "Refreeze". The "Unfreeze" stage involves creating a sense of urgency and getting buy-in from stakeholders. The change stage involves implementing the change and providing support and training to those affected by the change. The refreeze stage involves stabilizing the new state and ensuring that the change becomes part of the organization's culture.
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Kotter's 8-Step Change Model: Developed by John Kotter, this model consists of eight steps: creating a sense of urgency, forming a powerful coalition, creating a vision and strategy, communicating the change, empowering others to act on the change, creating short-term wins, consolidating gains and producing more change, and anchor new approaches in the company's culture.
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ADKAR model: This model was developed by Jeff Hiatt and focuses on individual change. It consists of five stages: Awareness of the need for change, Desire to participate and support the change, Knowledge of how to change, Ability to implement the change, and Reinforcement to sustain the change.
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Bridges Transition Model: Developed by William Bridges, this model focuses on Change Management from an individual perspective. It consists of three stages: Endings, Neutral Zone, and New beginnings. It helps individuals to understand and manage the emotional and psychological aspects of change.
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McKinsey 7-S Model: Developed by Tom Peters and Robert Waterman, this model focuses on Change Management from an organizational perspective. It consists of seven elements: Strategy, Structure, Systems, Skills, Style, Staff, and Shared Values.
Each of these models has its own strengths and weaknesses and organizations should choose the one that is most suitable for their specific Change Management needs. Sometimes organizations aren’t sure which framework is best for them, or they don’t feel they have the capacity to take on the implementation of one of the above models. In these situations, partnering with a consulting firm is recommended to achieve the best results.
Why is Change Management important?
Change Management is important because it helps organizations to implement changes in a controlled and structured way, ensure buy-in and support, improve adoption, maintain competitiveness, achieve goals, and improve efficiency. More specifically, effective Change Management can positively impact each of these areas:
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Minimization of disruptions:
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to the day-to-day operations having to do with processes, systems, or structures.
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to the workforce such as job loss, reduced hours, or changes in responsibilities.
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to the organization’s financial stability.
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that impact customer experience and relationships.
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to technology that hinders the organization's ability to operate effectively.
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that affect its compliance with regulations, laws, and standards.
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the culture and values of the organization.
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Create and ensure buy-in for:
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Leadership
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Managers
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Team members
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Suppliers
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Customers
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Other stakeholders
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Improve adoption:
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without sacrificing employee morale
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ensuring changes are embedded in the organization’s culture
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resulting in improved efficiency
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leading to better financial performance
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Ability to maintain competitiveness:
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to keep up with the changing environment and prevent falling behind their competitors
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by considering risk and conducting better risk management
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by improving customer satisfaction
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Treating all change as “unplanned” is detrimental to an organization and its stakeholders. If Change Management isn’t taken seriously, it’s only a matter of time before disruption, lack of buy-in, adoption problems, and the competition come back to bite.
Who needs Change Management?
Anytime a need for change is identified, resistance to adopting that change will likely occur. This is the nature of human behavior. In a sense, resistance to change is a positive characteristic because it prevents excess change and chaos at every turn. However, when resistance to change must be overcome, Change Management is the solution for most organizations and businesses, regardless of the size, industry, or sector. For example:
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Large corporations often need to implement changes to processes, systems, and technology to remain competitive and adapt to changing market conditions.
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Small and medium-sized businesses also need to implement changes to remain competitive and adapt to changing market conditions.
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Non-profit organizations often need to implement changes to programs and services to meet the changing needs of their communities.
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Government agencies need to implement changes to policies and procedures to meet the changing needs of the population they serve.
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Educational institutions need to implement changes to programs, policies, and technology to meet the changing needs of students and keep up with advances in education.
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Healthcare organizations need to implement changes to healthcare delivery systems, medical technology, and regulations to meet the changing needs of patients and comply with healthcare regulations.
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Service-based organizations need to implement changes to processes, systems, and technology to improve service delivery and meet the changing needs of clients.
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Tech companies need to implement changes to product development and technology to stay competitive and meet the changing needs of consumers.
As you can see, just about everyone needs Change Management. It is vital for organizations to be able to adapt and evolve in order to achieve their goals and remain competitive in today's fast-paced business environment. Aside from these big-picture beneficiaries, we can zoom in on the individual stakeholder groups within these industries that stand to gain from effective Change Management.
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Senior leadership: Change Management helps senior leaders to plan and implement changes in a controlled and structured way, which helps to minimize disruptions and ensure that the changes are adopted smoothly.
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Managers and supervisors: Change Management helps managers and supervisors to communicate the need for change and the benefits of the change to their teams, and to provide training and support to help their teams adopt the changes.
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Employees: Change Management helps employees to understand the need for change, to understand the benefits of the change, and to have the necessary skills and knowledge to adopt the changes.
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Customers: Change Management can benefit customers by improving service, delivery, and quality.
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Shareholders: Change Management can also benefit shareholders by helping organizations to achieve specific goals and objectives, and by improving overall profitability and return on investment.
Change Management can benefit a wide range of people within an organization. Providing a structured approach for planning, implementing, and monitoring changes can help organizations overcome resistance to change and achieve their goals.
When is it time to conduct Change Management?
Organizations should be aware of the signs that change is needed as they may indicate issues with efficiency, productivity, and competitiveness. When these signs come to light, it’s not just time for a change, it’s time for purposeful, planned, and goal-oriented change. Successfully pulling it off without a hitch requires using the practice of Change Management.
Here are a few of the indicators that it’s time to open up the Change Management playbook:
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Declining performance
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Difficulty in meeting goals
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Stagnation
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Resistance to change
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High staff turnover
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Poor customer feedback
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Compliance issues
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Technological obsoletion
Failing to recognize when change is needed is a problem on its own, but failing to conduct Change Management when the need for change is identified is almost just as bad. The symptoms above impact efficiency, productivity, and competitiveness. They must be addressed quickly and effectively for the good of the organization. Using Change Management is the best way to plan and facilitate lasting change.
How to conduct Change Management
The steps for conducting Change Management can vary depending on the specific Change Management framework or methodology being used. The most important thing is that the steps are executed efficiently and effectively. In order to do this, and improve the adoption of change, it’s best to get employees involved in the decision-making process because it helps them feel more invested.
Regardless of which Change Management processes an organization decides to use, they will likely include some variation of the following steps:
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Identify the need for change: identify problems or inefficiencies in processes, systems, and technology, or recognize opportunities for improvement.
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Assess the impact of the change: determine the difference between the current state and the desired state and assess the impact of the change on the organization, its employees, and its customers.
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Develop a plan: include specific goals and objectives, a timeline, and a budget for implementing the change.
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Communicate the change: communicate the change and provide any necessary training and support to all stakeholders, including employees, customers, and shareholders.
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Implement the change: begin making changes to processes, systems, or technology, or reorganizing the structure of the organization.
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Monitor progress: ensure that the change is being adopted as intended by collecting data, conducting surveys, and holding follow-up meetings.
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Reinforce and sustain the change: ensure the change becomes part of the organization's culture by providing ongoing training and support and creating incentives to reinforce the desired behavior.
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Review and evaluate: assess the effectiveness and identify any areas for improvement.
Again, it's important to note that employee involvement in the decision-making process makes them feel more invested and leads to improved adoption of change. Change Management is an ongoing process, and employee buy-in is crucial to its success. If employees are not involved, morale may take a hit and the organization may experience other disruptions as a result.
How often should Change Management take place?
Change Management is an ongoing process, not a one-time event. Organizations should continually monitor their environment and be ready to adapt when changes are needed. The frequency of Change Management will vary depending on the specific needs and circumstances of the organization. Some organizations may need to implement changes on a regular basis, while others may only need to implement changes occasionally.
In general, organizations should have a Change Management process in place and be prepared to implement changes when necessary. This may involve regularly monitoring the organization's environment and being ready to adapt when changes are needed. Working with a consultant to implement a Change Management process within an organization can prove to be a very effective solution because once the process is in place, it can be used again and again when a situation calls for it.
Conclusion
Change Management is the process of planning, implementing, and monitoring changes in an organization in order to minimize disruptions and ensure that the changes are adopted and become part of the organization's culture. Change Management is essential for organizations to remain competitive and adapt to changing conditions.
There are many different frameworks and methodologies that organizations can use to manage change, such as Lewin's Change Management Model, Kotter's 8-Step Change Model, ADKAR model, Bridges Transition Model, and McKinsey's 7-S model. Change Management can benefit a wide range of people within an organization, from senior leaders to employees, customers, and shareholders.
The signs that suggest Change Management is needed include declining performance, difficulty in meeting goals, resistance to change, high staff turnover, poor customer feedback, compliance issues, and technological advancements.
The steps for conducting Change Management may vary depending on the specific Change Management framework or methodology being used. Still, many Change Management processes include the steps of identifying the need for change, assessing the impact of the change, developing a plan, communicating the change, implementing the change, monitoring progress, reinforcing and sustaining the change, and reviewing and evaluating.
The frequency of Change Management within an organization can vary depending on the specific needs and circumstances of the organization, but organizations should have a Change Management process in place and be prepared to implement changes when necessary.
Contact us today if you want to transform your business with our customized, results-driven approach to managing change!
