Change Management

Ask Advise & Consultancy supports organizations with the management of change and innovation projects, using the internal expertise of the employees and the external input of their customers. Staff expects that organizations respond to their concerns and ideas and customers expect that organizations are open to the needs and requirements from the market. This combination provides a breeding ground for the exchange of knowledge, ideas, insights and solutions. We have the experience with this approach to create more internal support for the desired results in organizations and to integrate successfully.

Instead of seeing the staff just as end users, we powerful them in the acquisition of knowledge and ideas and involve them in the solution. The organization will achieve effective and efficient results, combing these expertise with the external input of customers. In addition, the organization will increase the internal drive for a change and deepen the relationship with the customer. Our aim is not only to implement a successful change, we also seek to implement changes in organizations easier, faster and with more fun.

For change projects we use the following models: the PDCA cycle of Deming, the INK model, the Color theory of Leon de Caluwe and the change model of Prof. A. J. Cozijnsen.

 On site management of a change is often forgotten, in most cases it is especially the human factor that causes the failure of a change project or causes that it otherwise ends than planned.*

A Change is by definition threatening for people. Old certainties fall off and the ‘comfort zone’ of the employee changes into a period of uncertainty. The staff often does not know what to expect. The more uncertain the situation is, the greater the likelihood that people only has their own interest and start digging their heels. To prevent employees from the beginning digging their heels, we involve them as far as possible in the change process. In addition, to implement a change successfully, the need for the change must be felt by the staff. The creation of acceptance is essential.

Beside human behavior, steering shows an important fail factor. A cause is i.e. restrictions of the steering methods, often due to a lack of consistency on the management of multiple projects. Projects often have different components to develop. An important observation within change processes is the recognition that each change and each organization is different, and therefore needs a customization approach.

You will find more specific information in relation to the Color theory of Leon de Caluwe in the literature ‘Learning to change’ and ‘The Essential of Deming’, shown in the left section on this page.

*Source: Prof. Dr. A. J. Cozijnsen ‘Handbook of Innovation Management’ ISBN 9780631176169 and ‘Anders veranderen’, 1993 & 2004.