Change Management

Derive maximum business benefit from an organisational change experience.

A change management experience should be rewarding and create opportunity for business growth. Inventri can assist an organisation to deliver major change initiatives and embed an organisational culture where change is embraced and seen as intrinsic to supporting broader business objectives.

Key Features

• Strategic planning
• Organisational change management
• People Change management
• Project / Program management
• Prince2
• Business process reengineering
• Business requirements definition
• Business case development
• Innovative delivery models
• SMART objectives (Specific, Measurable, Achievable, Realistic, Time bound)
• Business benefits alignment

Our Approach

The modern enterprise must be agile and responsive to change in order to survive. Change initiatives will only succeed if program goals and objectives are clear, project structure and governance is well-defined and stakeholders are appropriately engaged.

• An organisation that undertakes strategic planning at the outset of a change journey will create a roadmap for successful business transformation.

• A change programme that is closely aligned with company strategy and business drivers must be measured against realisation of business benefits during implementation.

• When trying to understand any issues and risks posed to a change initiative, advance knowledge of organisational change impact can help to identify potential roadblocks or obstacles..

• An organisation that has identified which staff are most likely to be impacted by change and that clearly understands their issues and concerns can more readily address real (or perceived) points of difference and target problematic “pockets of resistance”.

• Staff who are comfortable with and have been educated in the need for change will see it as fundamental to growth and be committed to any new business direction or future transformation.

• A successful “whole of business solution” must consider all business process that could potentially be impacted by change.

• The utmost clarity in structural, procedural and functional change activities will support unified team effort and active ownership of key roles and responsibilities.

• The full scope of broader business and integration impacts must be communicated, understood and at the heart of a program of work or project governance.
  
  
• Once a change program commences, inherent accountability for actions and directions must be present in every program of work to support successful business transformation.