Change Management Consulting Firms
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Change Management Consulting Firms: Flexing, Not Floundering with Change

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Changing Landscapes


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 industry.


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 resisting it.


Change Management Consulting Firms Affect Change


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.


That’s where 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.


These 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 long-term strategies.


Ultimately, they want to improve performances, ensure growth, and revamp business models so that competitive advantages aren’t lost.


Organizational Culture and Organizational Change


To quote the influential author and philosopher Henry David Thoreau: "Things do not change; we do.”


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.


Change management 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 impossible.


Syntegrity Group 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.


Change management firms understand that in order for change to stick, the distinctive talents employees absolutely need to be taken into account and valorized.