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Accelerated Enterprise Change Management Consulting

Handling change & transformation complexity through clarity and principled execution

Engaging an boutique change management consultant to enable transformation results

Forrest Advisors accelerates enterprise change management with our three primary value creation offerings:

Case for Change & Storytelling

Compelling narratives, data-driven insights, and emotional connections inspire transformative change.

Change Management Planning

Proactive stakeholder engagement, clear communication, and tailored plans ensure adoption.

Change Readiness Assessment

Data-driven insights, stakeholder analysis, and cultural assessment inform robust change strategies.

Effective change management requires an enterprise-wide, holistic approach involving common processes, leadership commitment, addressing human factors, and building sustainable skills – rather than just relying on tools or taking a project-by-project view. Done well, it can drive higher ROI, organizational agility, culture change, and competitive advantages.

  • Engagement: Improves utilization of human capital and ensures projects/initiatives deliver expected ROI by addressing people impacts.
  • Readiness: Mitigates change saturation by building organizational agility and the ability to respond effectively to changes.
  • Capability Building: Fosters a culture that embraces change as a core competency rather than resisting it.
  • Competitive Advantage: Enables competitive advantages by treating change management as a strategic organizational capability.
  • Success Rates: Increases project success rates and accelerates speed of adoption for new processes, systems, or ways of working.
Q: What is enterprise change management (ECM) and how does it differ from traditional change management?

A: ECM involves systematically deploying change management practices across the entire organization, rather than just for individual projects or initiatives. It aims to build an enterprise-wide capability to successfully anticipate, implement, and sustain organizational changes.

Q: What are the key goals and benefits of implementing an enterprise change management approach?

A: Key goals include improving utilization of human capital, ensuring projects deliver expected ROI, mitigating change saturation, and instilling organizational agility to respond to changes. Benefits include increased project success rates, higher ROI realization, and a culture that embraces change.

Q: What are the core components required for effective enterprise change management?

A: Core enterprise change management components include common change management processes and tools used across the organization, dedicated roles like change management leads, comprehensive training to build change capabilities, leadership engagement, and change management software solutions or project management software with configurations to utilize change management principles along the way.

Q: How can an organization build sustainable enterprise change management skills and a culture that embraces change?

A: This requires a holistic approach involving standardized processes, robust training programs, leadership role modeling, celebrating small wins, and continuously improving the enterprise change management approach itself over time to ingrain it into the organizational DNA. You cannot just leave this up to individuals, you need both a strategy and plan to make this happen quickly and effectively.

Q: What role can change management tools and software play in supporting enterprise change management initiatives?

A: While not a complete solution by themselves, change management tools can provide visibility into impacts, enable better planning and execution, and simplify adoption when used in conjunction with a comprehensive enterprise change management framework and processes. However, software alone cannot drive organizational change, you need the right partner to drive change with you.

  • Silos: Lack of a holistic, enterprise-wide approach and treating change management as just a project-level activity.
  • Disconnected Teams: Failure to develop common change management processes, tools, and capabilities across the organization.
  • Lack of Engagement: Insufficient leadership engagement, role modeling, and commitment to change initiatives.
  • Increased Resistance: Underestimating the human side of change and not adequately addressing resistance, readiness, and adoption challenges.
  • Slow and Ambiguous Work: Over reliance on change management software or tools as a silver bullet solution without robust processes and skills.

Organizations today are facing ever-increasing pressures. 

Shaped by Pressure.  Select the Right Change Management Partner.