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28.09.2014
You must have JavaScript enabled in your browser to utilize the functionality of this website. Want to create an impressive presentation to highlight the change management process of your organization? Highlight change management process and implementation on a visually appealing graphic like this. Make it easy for your audience by presenting your company’s change management plans on a visually attractive slide.
Illustrating your organization’s change management approach graphically instead of bulleted text can make a difference to your Keynote presentation. The model follows basic human development patterns of Unaware, Aware, Understand, Believe, and Act.
In proceeding blog posts, I’ll explicate on each role in this change model and how to build a strategy from it. Would love to see the fine print in the Fence Sitters et al chart you posted there at the bottom.
A matched pairs comparison of successful and unsuccessful firms under these conditions reveals very different patterns of strategic measures taken.
His work is used in case studies at the Harvard Business School, Darden School of Business at the University of Virginia, and at Tepper School at Carnegie Mellon University.
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. One of the significant differences is that the successful firms make changes in the management area very early, while the unsuccessful firms make them very late. He helps companies like Amazon, Zappos, eBay, Backcountry, and others reduce costs and improve the customer experience. 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. Here are some interesting visuals created using our Change Management Plan Keynote Template. Same change managament laws apply also then and they are harder to implement as people do not see the necessity to change when thinks are going well.
He does this through a systematic method for identifying pain points that impact the customer and the business and encourages broad participation from the company associates to improve their own processes. The plan helps the company identify with change and to begin to create, accept and adopt the new reality.
The examples below show how our ready-made graphics can be used to put together an impressive presentation in minutes.
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.



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