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<p><span style="color:#000000"><span style="font-size:24px"><strong>Organizational Change Standard Requirements</strong></span></span></p>
<p><span style="color:#000000"><span style="font-size:20px">Crucial Requirements:</span></span></p>
<ol>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">The first phase in implementing change is setting the stage. the first step is to create a sense of urgency. Ensuring a sense of urgency among people is crucial to getting cooperation for change. Unless individuals understand the urgency of a situation, complacency sets in and change becomes very difficult, if not impossible. Think about the forces of complacency―what are some of them?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">The communication objectives need to be tailored to each stakeholder group, depending on their level of influence, power, and support. Is the message intended to persuade, inform, educate, create participation, influence, change perceptions, influence behavior, engage, garner support, address concerns, or establish ambassadors to support the change?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">The objective of Change Management is to ensure that standard methods and procedures are used, such that changes can be dealt with quickly, with the lowest possible impact on service quality. all changes should be traceable, in other words, one can answer the question, what changed? Do we do this?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Remember that no one person can implement wide-scale change; a coalition is essential. most organizations have a guiding coalition, or team of individuals who lead the change efforts, already in place. think about your organization. is there a guiding coalition already established?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Giving people more responsibility is a demonstration of trust. if people feel they are trusted they usually respond by taking greater care and pride in their work. is management prepared to delegate responsibility and provide the back-up?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Has the team ensured that key cultural barriers (e.g., training and skills required for new jobs, entrenched culture, incompatible support structures, fear of downsizing) are addressed in its Change Management strategy?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">It takes a lot of courage to openly communicate when resisters are present (e.g., at a staff meeting). what method do you find successful for communicating to staff when numerous resisters are present?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Tell me about your preferred coaching style. I especially want help with (organizational change, leadership, life balance, vision, relationships, time management). how would you help me with that?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">Are the various points of view (in terms of discipline, work experience, and diversity) relevant to the task at hand adequately represented so that informed, intelligent decisions will be made?</span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-size:15px">When do we begin thinking about who are the key stakeholders, groups, and individuals in the organization who must feel the need for change for team training to happen. are they on-board yet?</span></span><br />
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<p style="text-align:center"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana"><span style="font-size:16px"><strong>WHY OWN THE ORGANIZATIONAL CHANGE SELF-ASSESSMENT?</strong></span></span></span></span></span></p>
<p style="text-align:left"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">The Organizational Change Self-Assessment will make you a Organizational Change expert by: </span></span></span></span></p>
<ul>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Reducing the effort in the Organizational Change work to be done to get problems solved</span></span></span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Ensuring that plans of action include every Organizational Change task and that every Organizational Change outcome is in place</span></span></span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Saving time investigating strategic and tactical options and ensuring Organizational Change opportunity costs are low</span></span></span></span><br />
</li>
<li style="text-align: left;"><u><em><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Delivering tailored Organizational Change advise instantly with structured going-forward plans</span></span></span></span></em></u></li>
</ul>
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<p><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana"><span style="color:#000000"><strong><a href="http://zaale.com/l/J9dyb892892r4VxIWGcw892l7Etw/W2ERXSznPqyquvBLuVMi3A/7638920ixLiMz0D01IEyIsUEqA"><img alt="" height="311" src="https://cdn6.bigcommerce.com/s-ilcoov/products/141059/images/169172/Organizational_Change_RACI_Matrix__54103.1521972833.1280.1280.jpg?c=2" width="600" /></a></strong></span></span></span></span></p>
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<span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana"><span style="font-size:16px"><strong>SET NEW ORGANIZATIONAL CHANGE STANDARDS OF EXCELLENCE</strong></span></span></span></span></span></p>
<p style="text-align:left"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">The Organizational Change Self-Assessment helps our clients create such high levels of Organizational Change value that they set new standards of excellence.</span></span></span></span></p>
<ul>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Ensures you don't miss anything: 987 criteria in 7 RDMAICS (Recognize, Define, Measure, Analyze, Improve, Control and Sustain) steps with easy and quick navigating and answering for 1 or up to 10 participants</span></span><br />
</span></span></li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Shows your organization instant insight in areas for improvement: Auto generates reports, radar chart for maturity assessment, insights per process and participant and bespoke, ready to use, RACI Matrix</span></span><br />
</span></span></li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Gives you a professional Dashboard to guide and perform a thorough Organizational Change Self-Assessment</span></span></span></span><br />
</li>
<li style="text-align: left;"><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Is secure: Ensures offline data protection of your Self-Assessment results</span></span></span></span><br />
</li>
<li style="text-align: left;"><em><u><span style="color:#000000"><span style="font-family:verdana"><span style="color:#000000"><span style="font-family:verdana">Dynamically prioritized projects-ready RACI Matrix shows your organization exactly what to do next</span></span></span></span></u></em></li>
</ul>
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<p style="text-align:center"><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana"><span style="font-size:16px"><strong>COST/BENEFIT ANALYSIS; ORGANIZATIONAL CHANGE<br />
SELF-ASSESSMENT JUSTIFICATION AND APPROVAL TOOLS:</strong></span></span></span></span><br />
</p>
<p><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana">Purchasing a The Art of Service Self Assessment will spur new ideas, fast track project strategy and advance your professional skills. We’ve developed a set of criteria that will aid in gaining approval and give you the ability to validate and review your Self-Assessment investment:</span></span></span><br />
</p>
<ul>
<li><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana">Excluding hired consultants and advisors from top management consulting firms, internal Organizational Change Self-Assessment work is typically undertaken by senior level positions with titles such as Enterprise Architect, Business Process Architects, Business Process Re-engineering Specialists and Business Architects.</span></span></span><br />
<ul>
<li><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana">Statistics according to Glassdoor and <a href="" https:="" jobs="" www.indeed.com="">Indeed</a> tell these positions receive an average basic pay of $125,000. Daily rates of basic pay are computed by dividing an employee's annual pay by <a computing-hourly-rates-of-pay-using-the-2087-hour-divisor="" fact-sheets="" href="" https:="" pay-administration="" pay-leave="" policy-data-oversight="" www.opm.gov="">260 days</a>. The daily salary is then derived by dividing the annual salary of $125,000 by 260 days = a daily rate of $480.</span></span></span><br />
</li>
</ul>
</li>
<li><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana">Top management consulting firms <a how-much-do-top-management-consulting-firms-charge-clients-per-consultant="" href="" https:="" www.quora.com="">start at $2,000 a day</a>, with rates typically charged up to 40 hours per week.</span></span></span></li>
</ul>
<p><span style="color:#000000"><span style="font-family:verdana"> </span></span></p>
<p style="text-align:center"><span style="font-size:18px"><span style="color:#000000"><span style="font-family:verdana"><span style="font-family:verdana"><strong>For a fraction of this the Self-Assessment will make you<br />
a Organizational Change domain authority.</strong></span></span></span></span></p>
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