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Centric Consulting is a business consulting and technology solutions firm that delivers balanced solutions and unmatched client experiences.
Centric empowers clients by leveraging their strengths and resources while helping to navigate the gray areas, surfacing the hard questions and establishing the right dialogue to drive and sustain change. For change to be truly effective, the underlying strategy for change must lead to a sound business outcome.
Plan – Lay out, at the appropriate level, the work to be done to achieve that vision.
Identify breakpoints and alternatives – Pressure test assumptions in the quantified vision and plan, determine potential challenges in execution and identify scenarios, benefits and trade-offs. Build consensus regarding direction – Weigh alternatives and make decisions regarding the best course of action.
Prioritize – Differentiate between what must happen, what would be nice to have and what does not need to happen. Establish Guiding Principles – Clarify a set of fundamental beliefs that serve as guideposts for ongoing decision making.
By clarifying strategy and helping build momentum, Centric enables organizations to embrace change with energy and passion. We have deep, hands-on experience implementing enterprise changes in strategic direction, culture and operations. We leverage client strengths and resources to build organizational memory and sustainable infrastructure.
We have broad management and technology capabilities to provide necessary guidance and resources.
Our Change Management and Leadership service offering is composed of an integrated set of capabilities that collectively address critical organizational change management and adoption obstacles. We create a clear vision for change and build the leadership capacity necessary to align stakeholders, commit to the change and carry it forward to the organization across time, challenges and resistance. Strategic planning and visioning: clarifying strategy and vision for the change effort and developing a practical transformation roadmap. Change Management Office build-out: design and implementation of change leadership team, governance, methodologies and tools.


Communication planning: developing a tailored communication plan to manage resistance across stakeholder groups and sustain energy throughout the change lifecycle.
Communication execution: creating and deploying integrated, multi-channel communications across various forums. We deliver a role-based, scenario-driven, context-sensitive performance plan that allows individuals to get the right knowledge at the right time in the right amount.
Organizational development and training: developing and executing programs to enhance desired capabilities and valued behaviors. Centric ensures that the new organization is sufficiently defined, aligned and prepared to manage the new environment and execute on new business processes.
Design mechanisms to identify and understand resistance: Employ internal feedback mechanisms to determine individual motivators, sources of resistance and where employees are in the change curve.
Technology SolutionsTechnology planned, built, and delivered to solve the problem the first time.
Industries ServedCentric delivers by providing the industry expertise our clients are looking for. Organizations that seek to create and sustain competitive advantage should be ready to change and implement the proposed changes.
The strategic change process involves the following steps: recognition of need for change, building awareness of need to change, fostering debate, creating consensus, assigning responsibility, and allocating resources. There are various reasons for resistance to change and various techniques available for overcoming resistance to change.
Managing strategic change requires an understanding of the role of power or politics and using it appropriately to benefit the organization. We build a tailored, personalized marketing plan that is relevant, concise, engaging and appropriate.
The plan builds relevant skills and information necessary to perform in the new environment. We identify anticipated points of resistance and develop resistance management plans to address root causes before resistance occurs or evolves. Refreezing takes place when the intended change is realized and the new patterns of behavior are institutionalized in the organization.


Understanding that truth is the first step, and over-communicating your strategy is the best way to manage this. The plan helps the company identify with change and to begin to create, accept and adopt the new reality. Top-down strategic change, Quinn’s incremental model, and organization development are three techniques of implementing strategic change. For example, at a previous company I embarked on a strategy to clean up a very sloppy project management delivery system, with consistent reporting and management oversight of where various project teams were spending their time and resources. Add on top of this the need to simultaneously modify these factors for an individual, team, department and company as a whole while maintaining high levels of productivity can seem impossible. We stopped talking about reporting, stopped pushing people back to a SharePoint site where all of the project stats were being collected, and opted for daily status meetings, almost daily email communications, and more face-time with leadership to articulate (again) what had been shared in the daily status updates, the weekly rollups, and the bi-monthly 4-blockers.
Suddenly everyone loved what we were doing, even though what we were doing really didn't change at all. What works for software teams can be applied more liberally to the rest of your organization. If you step back and look at all of the components, change management consists of many different pieces, including: Identifying components, structure Controlling releases, visibility and changes Ability to report status, changes, and their impacts Ability to validate completeness and track changes Ability to trace the process from the individual developer making a change through the release of the software Ensuring that changes go through a particular life-cycle Ability to control team interactions at multiple levels No matter how complex and messy things seem now, just get started Change management is all about managing the increasing complexity of a project, plain and simple. Your team must understand how to manage the complexities of an ever growing, always expanding list of customer demands, enhancements, and features. You may all be centrally located in one office now, but what are your company’s plans for growth? The actors (roles) will tell who will use your change management system, and help you to model out the flow of communication necessary for a successful system.



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