Change Management

Kaeppel Consultants have years of experience addressing human change management aspects of major organizational change. Change Management is defined as a set of activities that you can employ to address the people side of change. Typical activities include:

Communication Planning, Development, and Delivery

In addition to executing these activities for our clients, we are also available to help mature their communications capabilities.

Training Needs Assessment, Planning, Development, and Delivery

We use a rigorous approach to assessing training needs and developing the plans to create and deliver training. We also develop and deliver world-class training on process improvement, project management, business analysis, and related improvement disciplines.

Stakeholder and Sponsorship Management

It takes an entire organization to deliver on a major project. We help our clients identify the key stakeholders and influence their behaviors to achieve success.

Reinforcement Management

Project success depends on adoption of the solution. We can help identify how well the changes are being adopted, and help you mitigate adoption gaps.

Kaeppel’s Change Management practice is grounded in early pioneers in the field, and we are able to adjust our approach to meet the needs of our clients. We are capable of adopting and executing the client’s methodology, as well as custom development of a Change Management approach to meet the client’s unique needs.

ADKAR

We also license the ADKAR methodology from the Prosci Change Management Learning Center. ADKAR is a goal-oriented change management model that allows change management teams to focus their activities on specific business results. The model was initially used as a tool for determining if change management activities like communications and training were having the desired results during organizational change.

For example, Awareness of the business reasons for change is a goal of early communications related to a business change. Desire to engage and participate in the change is the goal of sponsorship and resistance management. Knowledge about how to change is the goal of training and coaching. By identifying the required outcomes or goals of change management, ADKAR becomes a useful framework for change management teams in the planning and execution of their work.

The goals or outcomes defined by ADKAR are sequential and cumulative. An individual must obtain each element in sequence in order for a change to be implemented and sustained.

As experienced practitioners, we can help you use this model to identify gaps in your change management process and to provide effective coaching for your leadership and employees. The ADKAR model can be used to:

• Diagnose employee resistance to change
• Help employees transition through the change process
• Create a successful action plan for personal and professional advancement during change
• Develop a change management plan for your employees
• Assess collective organizational readiness for change