The CLC Change Audit
Purpose
To assess the readiness for change of the organisation and to provide an informed basis for designing a tailored programme of support to secure the delivery of change.
Approach
The audit uses CLC's unique change response methodology and comprises both qualitative and quantitative elements that together give an in-depth analysis of the organisation's readiness for change.
Conducting a change audit is, in itself, a significant intervention that signals 'leadership are listening'. However, it also raises the expectation that leadership will act on what they hear.
An audit is appropriate when leadership wishes to create an involved and empowered culture where people are expected to take responsibility for making change happen.
Benefits
- provide the change project leaders with an understanding of the human and cultural issues that could block change
- identify the key management issues and early wins that need to be addressed to bring about change
- identify the different sub-cultures and how they might impact the change project
- assess the size of the challenge in getting ownership for the change
- provide a baseline from which to set behavioural prformance targets over the life of the change project
- start to involve and empower people so they take greater ownership for driving change
How it works
The audit process includes two complementary elements:
1. Change Response Survey
A quantitative instrument unique to CLC used to measure how people are responding to the current change
2. In-depth interviews
A series of face-to-face meetings in which the consultant explores issues that may include:
- understanding of the rationale for change
- perceptions of leadership, its quality, style, strengths and weaknesses
- clarity of understanding of the organisational vision, goals, strategy and values
On the basis of the survey and the interviews, we produce a change report including the following three elements:
1. Verbatims
This consists of a series of unattributed verbatim responses which provide an in-depth view of what the organisation is thinking and feeling about the change at different levels and in different functions.
2. The key patterns
This contains CLC conclusions complete with change response metrics.
3. CLC recommendations
These include:
- a summary of recommendations arising from people in the organisation
- a recommended programme of support from CLC to secure the delivery of change
The Creative Manager
An exploration for the potential for change in all individuals and the reasons why so many fail to achieve that potential in the environment of an organisation. more >
CLC, provides support to CEOs, senior leaders and managers to deliver the design and implementation of complex change as well as helping these leaders improve organisation and team effectiveness. more >
The CLC methodology has been developed over 25 years ago and is based upon a set of core principles. It is unique as an implementation methodology in that it is designed to support and align – Individual leaders, Teams and the Whole system. more >