THE CLC PROCESS
introduction
- we can measure and map the ability to drive and lead change among senior individuals, teams and the organisation
- we support CEOs / MDs and senior leaders and advise on organisational design with a process for delivering implementation
- we can support the total change effort through experience, skills and methodologies in working with individuals, teams and by helping to ‘join up’ the entire organisation
- we are time and resource efficient through our ability to focus resources where they are warranted rather than where impact is unlikely
- we seek to quickly transfer these change implementation skills into the organisation through ‘on the job’ support and through project based education where appropriate
- we monitor and map the progress of the entire change process with metrics to allow corrections, adaptation and adjustments
THE CLC PROCESS - stages
Step 1 - The Change Response Audit
An In-depth assessment of the state of readiness to change within the organisation. Both qualitative and quantitative assessment methods are used (using one-to-one interviews and the CLC Change Response Survey). This unique analysis enables the client organisation to make informed decisions about the level of change management intervention required to deliver the new business goals.
Deliverables include:
- scope of the work
- design of change process
- outcome and metrics
- milestones
Step 2 - Change Readiness Workshop
Implementation kick-off for the change process designed for key leaders across the organisation to:
- understand how the current change profile will impact the delivery of the new business goals
- understand and where appropriate transform their own core mindsets that help or hinder change (using the CLC 6 step mindset analysis)
- individual / group change targets on business and attitudinal goals agree change management milestones
Step 3 - Implementation Support and Measurement
Implementation Support
Coaching helps individuals and teams go through the attitudinal and behavioural changes necessary for them to support the delivery of change.
Individual support
Key players exert huge leverage in shaping the new style of the organisation. To do so, they need to understand the purpose and meaning of the changes and feel ownership of the process. Coaching supports the leader to provide a visible model of confidence and empowerment in implementing new ways of working.
Team / Group Support
Similarly, teams can exert great influence in a change process. CLC's team coaching has the objective of raising a team's awareness of process and behaviour to remove blockages to performance and unlock the team's full potential. This often results in dramatic enhancement of business performance in support of the change goals.
Large Group Facilitation
As part of aligning large groups of people in the organisation we can help you design, lead and facilitate events. This will enable you to bring large groups of leaders (50-300) employees together, and to align and focus them into a powerful leadership coalition for change.
Measurement
Themes, patterns and behavioural measures gathered from support programme serve as 'eyes and ears' of the climate in the organisation and provide leadership with feedback of how well the change is going.
Step 4 - The Change Response Audit
Measurement of the programme against agreed metrics. Because the 'goal posts' often shift on a major change programme, we prefer to use a range of measure of success such as client quotes, case studies, achievements, deliverables etc.
CLC notes key events and achievements through the life of the project. Reviewing the Exit Log at the end of the project ensures the client is left better equipped and more competent to deal with the next 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 >