The world we live
in isn’t static. In particular, our current political and economic climates are
volatile and subject to change.
Businesses are certainly not immune to these transformations, either. Mergers
and acquisitions are on the rise, regulatory and financial risks are
widespread, and re-structuring is occurring at all levels of government and
How, then, should
companies anticipate as well as embrace these changes? How can they be made
sustainable? How should uncertainty be effectively dealt with, and more
importantly, how should it be overcome? In what way can employees be motivated
to be active participants in the effort to generate change?
These are just a
few of the questions that preoccupy the minds of business executives, who
understand the crucial importance of adjusting to change as opposed to
Change Management Consulting Firms Affect
Clearly, change is
inevitable, and so increasingly what matters is how you deal with it.
Most management consulting firms agree that between 35% and 75% of change
initiatives or programs fall short or outright fail. Given how important these
strategies are for maintaining the competitive advantage and achieving success,
planning and implementing modifications and transformations is critical.
change management consulting firms come in.
Firms with change
management practices, like the Boston Consulting Group, McKinsey & Company,
Booz Allen Hamilton and Syntegrity Group are authorities in equipping companies
with the proper processes and methodologies to affect sustainable change.
management firms use their extensive knowledge of the market, their ability to
help companies establish and administer multiple objectives and goals and their
experience in managing risks to help a variety of organizations develop viable
want to improve performances, ensure growth, and revamp business models so that
competitive advantages aren’t lost.
Organizational Culture and Organizational
To quote the
influential author and philosopher Henry David Thoreau: "Things do not change;
This sentiment is
especially useful when considering the crucial importance of any organization’s
ability to adapt to the ever-changing landscape of the business world.
One of the key
elements to achieving important and lasting change is both recognizing and
utilizing the abilities and talents of employees. People—and dynamic
organizational cultures more broadly—are absolutely key to achieving
long-lasting organizational change. In short, organizations won’t change unless
the people they employ do.
consulting firms are particularly sensitive to this reality, as many of them
make it their goal to drive behavioural change. They recognize that people are
crucial factors to achieving any measure of success. Without employees’
commitment to and participation in strategies for change, the latter becomes
in particular is known for breaking down hierarchies in the workplace,
encouraging the free-flow of ideas between employees of all stripes, and
generating unique and collaborative solutions in a fraction of the time
required of other firms.
firms understand that in order for change to stick, the distinctive talents
employees absolutely need to be taken into account and valorized.