A recent study by Oracle and Forbes stated that “Transformation is vital to the success of a business in today’s market.”1 While transformational efforts are always well intentioned, many public-sector organizations struggle to succeed because the organizations fail to adequately manage the change, develop executive support and active sponsorship, and obtain staff commitment and buy-in.
Artlin has a breadth of experience working with public-sector leaders and key personnel to fully understand pain points, identify future objectives and goals, develop customized transition plans, and successfully implement new solutions to improve organizations’ effectiveness.
Artlin’s Change Management Approach: Change Management is a structured and proactive process to transition individuals, teams, and organizations from a current-state to a desired future-state to improve operational efficiencies. Change Management considers what is changing within the organization, managing the impact of complex changes and the strain that can accompany them, and supporting people to adapt to new ways of working. By engaging stakeholders, preparing leadership and personnel, and creating an environment that supports process improvements and new technology, Change Management enables organizations to more fully realize their operational goals.
As one-size does not fit all transformations, Artlin works closely with our customers to understand the unique requirements, and leverage that information to develop a customized Change Management Roadmap. Artlin’s Roadmap guides personnel through the change(s) and addresses specific needs along the way to achieve success. Change Management and Communication activities will take place throughout the entire project implementation lifecycle.
The core elements of Artlin’s Change Management roadmap include:
- Studies indicate that utilizing a structured change management approach is one of the leading contributors to success.2 Artlin will meet with leadership and key stakeholders to gather information and requirements, fully understand the mission, assess the change (scope, impact on employees, type of change (e.g. new technology), etc.), and identify unique characteristics of the organization (e.g. organizational structure, recent change efforts, etc.). Artlin will translate the information obtained into a customized change management strategy and plan that is in sync with the specific change(s).
- Engaging with leaders and obtaining active participation is critical to ensure that they are consistently acting as champions of the change. Additionally, their attitudes and perceptions can play an integral role in user adoption and acceptance of a new process or system. Artlin will identify the sponsors and change leaders across the organization, ensure that they understand and commit to their role in the change process, and provide guidance to effectively lead the organization through the transformation.
- Artlin will conduct a stakeholder analysis and leverage the results to create and customize specific activities, such as communication and training plans. Artlin will engage and involve the workforce throughout the process; doing so will help build commitment to the change, identify and mitigate risks, manage employee resistance, and drive program acceptance.
- Industry best practices indicate that it is important to start communicating as soon as the need for change is recognized as it can improve employee buy-in and alleviate anxiety. Artlin will leverage the results of the stakeholder analysis to develop a communication plan for each stakeholder group that includes the respective communication goals, key messages, stakeholder concerns/motivation, messenger, timing, and communication vehicles.
- Preparing the workforce for a new way of working is essential to ensure that staff perform successfully both during and after the change, as well as fully adopt the change. Depending on the type and scope of the project, training may include activities to support changes to roles and responsibilities, skills and competency development, new technology, organizational structures, and/or transition planning. Artlin will develop a customized training plan, and we will coordinate with subject matter experts to develop and deliver effective training materials.
- During the transition and sustainment period, Artlin will provide guidance as the change initiative evolves to “business as usual.” This involves the facilitation and execution of activities such as governance, transition planning, “go-live,” and feedback collection. This stage ensures processes are in place to sustain the change. Artlin will assess how well the initiative is working, and we will make adjustments (e.g. additional training), if necessary.
Artlin’s experience partnering with public sector clients to execute both small and large-scale change efforts enables us to leverage industry-leading strategies, best practices, and tools to build and implement fully customized and effective Change Management plans to successfully guide organizations through transformation initiatives.
Contact us at email@example.com to learn more about how our Change Management offerings can support your organization.
1 “Making the Change: Planning, Executing and Measuring Successful Business Transformation.” Forbes and Oracle. 2014. https://www.oracle.com/webfolder/s/delivery_production/docs/FY15h1/doc9/Forbes-Making-change-infographic.pdf
2 “Executive Summary of Best Practices in Change Management.” Prosci Inc. 2016.