Agility Shepherds People Through the Change Process.
Our process begins with discovery (when we define the change and align the organization) and continues as we strategize the plan and create an integrated roadmap. We orchestrate plan execution while monitoring, measuring, and adjusting change activities. Then, when your employees demonstrate they are comfortable with the new mindset and they are thinking and working proficiently in the new operating state, we establish a governance plan and transition ownership to your internal change lead.
Executives are running with the new corporate initiative, while senior leaders are feeling pressure to get on board. Middle managers work frantically to align teams to pursue ambiguous targets, while their employees clamor for information, wondering what it all means for them.
From the moment you engage us, Agility walks beside you, researching, listening and asking the right questions to assess what is happening both inside and outside the organization to influence the change. We work with you to define the outcomes you want to achieve — how you’re going to get there and how you’re going to know that you’ve arrived.
We build the change management and communications approach that will create shared meaning, exciting and uniting everyone to a common vision.
New teams are forming, reporting structures are evolving and responsibilities are shifting. The way people interact to get work done is in flux. Frustration reaches an all-time high. Everyone wants to know what people, processes, tools, and aspects of the physical workplace will change and when.
Agility understands the challenge and partners with you to assess how prepared individual people groups and the organization are for what’s coming. We show you the steps to successfully transition your people to new ways of working. We also partner with you to identify success measures and manage risks throughout the initiative.
With readiness assessment information, and everything we learned during Discovery, we develop detailed plans to drive effective sponsorship, employee engagement, communication, training, and culture change.
The transition date is fast approaching, and leaders express confidence about the people side of change. They know Agility has been working alongside their teams, executing with professionalism while meeting and reporting progress regularly.
The workforce is becoming increasingly engaged and confident. They know that with Agility’s support, their company is providing them with as much information about the change as possible, as often as possible. They’re optimistic that their hard work and commitment to preparing for the future will pay off in the long run.
Agility orchestrates planned change activities — strategically monitoring, measuring, and controlling implementation. We coach and enable key stakeholders and sponsors to deliver the change while developing employee competencies through learning, development, and knowledge transfer. Agility orchestrates all elements of the change management plan while guiding the alignment of strategic objectives to achieve anticipated outcomes.
You’re a middle manager. You led your business line successfully through the transition, and you’re happy to see that Agility is still onboard, reinforcing your team’s ability to move forward. You don’t want your team members to revert to old habits. You wonder, however, what will happen when Agility is no longer engaged in the program.
Whether you are implementing new technologies, restructuring your organization, or making other changes, Agility continues post-implementation support until data indicates people are working successfully in the new operating state and organizational and individual benefits have been achieved, or until your team is ready to take over change management support activities.
During the transition to new project ownership, we watch for and address any performance gaps to ensure continuous improvement. And, for those companies who want to manage ongoing change themselves, we work with practitioners to instill change capabilities in your organization.