Change management

Traditionally, there have been two main approaches to change management. The first—the “expert approach”—involves consultants steering development and change processes with a focus on structure, governance, and processes. The second—the “process consultant approach”—emphasizes letting members of the organization develop their own solutions.

Unfortunately, neither approach has proven particularly successful at delivering changes that truly support organizational objectives.

In collaboration with our clients, LEAD has developed its own five-factor model for change management and communication. This model focuses on five essential factors for strengthening the change process:

• Integrated working methods: We design changes that combine ongoing top-down framing with bottom-up involvement to create meaning, shared goals, stronger relationships, and skill development.
  
  
• Learning partnerships: We establish collaboration between key stakeholders—internal and external consultants—to ensure development happens through close partnership building both competence and capacity.
  
  
• Development within operations: We break down the traditional distinction between operations and development—ensuring that development becomes an integrated part of day-to-day business.
  
  
• Strategic organizational learning: We design the change process within a committed strategic framework supported by top leadership.
  
  
• Time and impact optimization: We help balance the pace of change to fit your context—ensuring time for reflection and adjustment along the way.
  
  

If you wish to improve your organization’s ability to lead change, we can help clarify your challenges, design tailored solutions, communicate effectively, integrate both top-down and bottom-up processes—and develop/implement changes efficiently.