Transformation

  “…the ability to envision in your mind what you cannot at present see with your eyes. It is based on the principle that all things are created twice. There is a mental (first) creation, and a physical (second) creation. The physical creation follows the mental, just as a building follows a blueprint. If you don’t make a conscious effort to visualize who you are and what you want in life, then you empower other people and circumstances to shape you and your life by default.”-Stephen Covey 

Change is inevitable in any business. All organisations are 'living' entities that must adapt and evolve to their operational environments and where individuals and the collective’s ability to adapt to change will directly impact your bottom line. Understanding what is working and what is not, and in turn, making informed decisions to your organisational structure or operational model can transform your business. We provide our clients with advice and information enabling them to create flexibility and agility to respond to challenges and opportunities as they arise.

Change management is the process organisations initiate to improve current performance, capitalise on new opportunities, or address and resolve key issues. A change management process includes a plan, projects, and initiatives, and invariably requires changing current business processes, job roles, and organisational structures as well as modernising the technologies used in the organisation. One undeniable outcome of the Covid Pandemic is that all businesses have had to change how they operate with remote working creating challenges but also opportunities. For those organisations that have practiced and valued the importance of employee communication, these changes have been less disruptive to the organisational model.

Key to the success of any change management process is the human factor: business leaders that initiate the change process will invariably have a more comprehensive understanding of the why, how, and when of what is happening, and what the positive outcomes will be. But this needs to then be communicated to the stakeholders, most notably, the employees that will be instrumental in the change process. Employee communication is therefore fundamental to achieving positive outcomes. 

This Is Where ATO Assists

ATO are skilled practitioners in change management, having successfully implemented transformational programs of change in businesses for more than 20 years. We are experienced practitioners in two of the most widely recognised and accepted change management models, Kotter, and McKinsey’s 7 S. As with all that informs our services, we believe in practical solutions, based on actual business experiences we have had to personally face as business leaders. 

How We Add Value

Before we commence any transformation program, objectives and goals are established by which the changes can then be measured. Then, using effective proven change management models, we adapt these to specifically suit your organisation, its leaders, and employees. A direct correlation between objectives and process is then formed allowing you to measure the success of the transformation program including the impact on bottom-line performance. Change, small or big, must bring improvements to your current business model, and all change is measured by the effectiveness and efficiency, and profitability of your organisation to provide the goods and services your clients need.