Some important considerations when selecting a change management consulting partner

The steps that are required for effective change management are not complex. It really boils down to ensuring that people understand and want to, and that people and the organisation are able to. The true complexity lies in the execution of the methodology – in how things are done, as opposed to what should be done.

If you can’t understand the methodology that your potential consulting partner presents to you, chances are that the project team and other people in your organisation also won’t understand. A change management methodology should provide a clear roadmap and common language. Therefore it must be clearly defined and easy to understand.

Effective change management is always associated with a major focus on communication. However, communication alone is never enough to ensure effective change. The implementation of an ERP system such as SAP R/3 is inevitably associated with significant people and organisational change impacts. These impacts must be managed effectively to ensure that the implementation is successful and that there is sustainable adoption of the new system and processes.

The resources that your consulting partner will field on your project must understand people, organisational and technical and business issues. In addition to people skills and excellent communication skills, they should have business experience, and be able to demonstrate a good understanding of the technical issues.

Nothing works unless you make it work – you can’t manage change only through PowerPoint presentations to senior management.

Your change management consulting partner must be able to show you examples of how they get involved and deliver real impact at the coalface.

The ability to change and keep on changing rapidly and effectively is a key competitive advantage in today’s business environment. Change management should therefore be a core competence for any organisation.

Your change management consulting partner should be flexible in working with your internal change resources and methodologies, and must be able and willing to transfer knowledge and skills to your resources. Your change management consulting partner should also be willing to provide you with a clear change management methodology and a change management toolkit for your ongoing use.

The way in which change is managed can provide major benefits by limiting risk and decreasing the time taken for the organisation to adopt the required changes. By the same token it can introduce major risks if not done correctly.

Be careful in making your selection. You should be able to speak to the project manager/internal change manager on at least the last three projects where your change management consultants have been working.

Change management skills are in high demand, and individuals who are effective change managers are not easily sourced.

Ensure that there is clarity and commitment about who will work on your project – sometimes the first team sells the work, and then withdraws to let the third team do the work.

Good Practice Notes by Ivan Overton. Copyright © 2005, ChangeWright Consulting. All Rights Reserved.