Nothing Changes if Leadership and People Don't

C-Suite Business and Technology Executives Understand that Strategy Links Organisations to their External Business Environment. As Business Objectives, End-User Needs, Customer Demands and Technology Changes at an Accelerating rate, Leadership Needs to Develop Strategic Change Management and Implementation Plans Which Elevate and put Employees at the Centre of Change and Innovation.

Strategy C22

What we do

Supporting Leaders in
Change Implementation

Eight Steps Approach for
Change Implementation

Supporting Leaders in Change Implementation

Successful change planning and implementation needs organisations’ leadership to understand and adopt best change management principles and processes while adopting SAFe framework and Waterfall methodology for change implementation.

At Digital & Delivery, our strategic eight steps approach is adopted to support business and technology stakeholders to successfully lead change implementation, giving our clients and customers; “government, public sectors and other private sector businesses” the agility it needs to successfully meet end-user needs and gain in competitive advantage.

Our experienced consultants and technologists support government and organisation executives in effective change management requests by ratifying the following strategic questions to “justify” and “minimise” the rejection of change:

Develop your Change Strategy

Understand Organisational Culture to Effectively Deliver Change

For public and private sector organisations to take full advantage of business and IT innovation opportunities, organisation leaders must develop a company culture that sees change as an advantage, and build a change adoption mindset across all departments of the business.

Our consultants work with clients and customers in engaging organisation employees in the change management process. This provides factual insight of reimagining organisational efficiencies and capabilities through seven key elements:

Organisational structure
Company's operating strategy
Employee skills; capabilities and competencies
Business and technical infrastructure systems
Senior stakeholders style of leadership
Staffs training and talent management
Organisation's shared values; Organisational culture, vision and mission

Change 220

Our Approach in Ratifying the Need for Change

Why does the organise need a change?
Who is the desired change for?
What is the value proposition from the change?
What are the risks involved in the change?
Does the organisation have resources to support the change?
Has leadership identified roles and responsibilities in the change management process?
What external or internal regulations and relationships will the organisation be dealing with?
How does leadership want change to be implemented?
When does the organisation want the change to be implemented?
Will the organisation need support after change is implemented?