Organisational Transformation

A Research by King and Peterson, 2007 tells us that 80% of organisation achieve substantially less value than the expected value. The main reasons are,

• Leaders do not manage the Process of Change
• Leaders do not manage the People side of Change

With Pink Elephant, we provide organisations with a framework that can help organisations avoid the most common mistakes that befall change efforts. By partnering with Pink Elephant, our expert consultants will provide a clear decision to management on business case about organisational transformation and change. We provide principles, approaches and define roles relating to the change management initiatives. We also provide essential information, tools, guidance and a framework to sustaining change to enable your organisation moving in the right direction.

Our experts help organisation answer below questions,

• How do you implement change?
• How do you sustain change?
• How do you integrate change into the organisation and embed in organisation’s culture?
• How do you keep it from being just any other initiative that flames out?

Pink Elephant’s tools are based on the professional “Body of Knowledge” (CMBok) from the Change Management Institute (CMI) and also aligned to the ACMP’s Standard for Change Management.

Why choose Pink Elephant for Organisational Transformation?

When you choose Pink Elephant, you’re choosing the best! Now in our fourth decade as a global premier training and consultation organisation, Pink Elephant has an undisputed reputation for leading the way – we lead, others follow!

We’re proud of our pioneering and innovative spirit, which has enabled us to introduce and spearhead many revolutionary concepts and programs. Our consultants and change management experts have to undergo a very detailed auditing process in order to practice Organisational Change Management implementation. Pink Elephant is a member of the Association for Change Management Professionals (ACMP).

Tools for Culture Change

With Pink Elephant, a mechanism to change an organisation’s social architecture which will collectively delivery business functions to work together across organisation to support the business outcomes. The mechanism will change the human side of equation: People’s behaviour, beliefs, social interactions and the nature of their decision making which will enable driving business outcomes.

Mechanism categorisations are as below:

• Metrics – which describe what the culture values and make clear what people will be held accountable for.
• Processes – Which change how work is done and thus integrate the new culture into organization.
• Programs – which generate support for and provide the first demonstration of the new cultures effectiveness.
• Structures – which provide a framework for the new culture to grow, often by changing where and how decisions are made.

Example of a HR Process assessment carried out at Home Depot’s workforce’s HR organisation by Pink Elephant. Outcome: More than 300 initiatives were identified and were completed.

Pink Elephant’s Organisational Transformation Approach

Step 1 – Change & The individual

To effectively manage organisational change, insights into the people side and the human response to change are critical. People are at the heart of change and must be fully engaged to have a successful outcome.

With Pink Elephant, we offer models, approaches and roles that will influence a successful change. These are key to strategic planning initiatives.  Few of the models and approaches considered by Pink Elephant are,

• The Learning Dip
• The Change Curve
• Maslow’s Hierarchy of Needs
• Herzberg’s Extrinsic and intrinsic factors
• Pink’s Three Key Motivators for Knowledge Work
• MBTI Individual Difference Type Consideration.

Step 2 – Change & The Organisation

To effectively manage organisational change, it is important to understand how people think about organisations, the metaphors they hold in their heads and the different perspectives and biases that are likely to impact change initiatives.

Pink Elephant introduces metaphors that some use when describing organisations and change, change management models and how change initiatives vary and require different approaches. Principles, models, concepts, and roles are explored for consideration and “fit-for-purpose” application. The very complex nature of organisational change management is brought to life. Below are the key areas Pink Elephant provides guidance on for the successful outcome of change,

• Developing vision, viewpoints & perspectives for change
• Models of the change process
• Organisational Culture & Change
• Emergent Change
• Key roles in Organisational Change

Step 3 – Communication & Stakeholder Engagement

Effective stakeholder engagement is key to an effective change. Effective organisational change management is leading through influence.

With Pink Elephant, we introduce organisations with principles, models, approaches and roles as they relate to communications and stakeholder engagement. It stresses the critical content areas of communication and the impact they have on the change initiative. It explores how different levels of engagement and commitment are required at different times in the change journey. Pink Elephant provides a well thought-out and structured stakeholder engagement approach which is key to success.

• Stakeholder Identification and Segmentation
• Stakeholder Mapping
• Communication Planning
• Communication Channels

Step 4 – Change Management Practice

Managing change effectively is an important risk management strategy. Assessing the impact of change and being able to identify key inputs to change impacts and a stakeholder impact assessment is vital to success.

Pink Elephant enables organisations with principles, models and approaches related to sound business and change practices. The key elements of a change management plan, the stages of team development, stakeholder impact assessment, preparing for resistance and building for momentum are some of the key areas of focus by Pink Elephant experts.

A comprehensive appreciation for the complexity of organisational change management is realized.

• Impact of change assessment
• Individual motivations to change framework
• Building organisational readiness for change
• Resistance risk mitigation