Do you agree that like everything else around us organizations are also in constant change? External and internal challenges reach us not only as individuals or a group but also as an organization. Today, change is not a “let’s get over with it…” project anymore but the integral part of our everyday life. Lasting competitive advantage can only be achieved by creating and sustaining an organization that responds quickly, is flexible and able to change.
Seeing the world around us we can consider those organizations lucky that implement change by their own accord based on their own vision looking for opportunities.
We have built Szinergia in a way so as to create value on all three levels of change management tasks. The key to success lies in that the different competencies of these three levels are developed separately but used together.
The Szinergia team has developed the Complex Change Management Methodology based on 11 years of organizational development and change management experience. According to this, the successful implementation of improvements and changes depends on all of these three components:
1. Define content of change from a business perspective
Motto: "If we do what we have done so far we’ll get what we have got."
What value does the organization create for its environment and how would it like to change it?
What should the new vision, strategy, goals, the structure of products and services, business model, business processes and organizational roles and responsibilities, division of work, team, management, IT support, etc. be like?
Management Consulting
2. Control the process of change
Motto: "We always have time to start things over but we seldom spend the time to plan the process properly."
Sustain a planned, organized process that provides results with the use of program and project management tools.
Project Management
3. Develop commitment towards change
Motto: "Everybody is in favor of change as long as he himself doesn’t have to."
How can we achieve an always greater number of those committed to change?
How should we involve people in the process? How should we manage change from a group dynamic perspective? What kind of change do we need in organizational culture?
Organizational Development
