FREQUENTLY ASKED QUESTIONS

FAQ's

FAQ 1

What is Change Management?

Change management drives the successful adoption and usage of change within the business. It allows employees who are affected by the change, to understand and commit to the shift and work effectively during it and after the change is implemented. Without effective organizational change management, company transitions can be rocky and expensive in terms of both time and resources.

FAQ 2

Why do organisations need Change Management?

For change to happen, it helps if the whole company really wants to change. Develop a sense of urgency around the need for change is critical. This may help organisations spark the initial motivation to get things moving.

This isn’t simply a matter of showing people poor sales statistics or talking about increased competition. Open an honest and convincing dialogue about what’s happening in the marketplace and with your competition. If many people start talking about the change organisations propose, the urgency can build and feed on itself. The above clearly indicate why organisations need change management.

FAQ 3

What are the benefits of using Change Leadership?

Kotter’s Leading Change offers a structured approach to leading change, effectively addressing resistance, and enhancing communication. It enables action and ensures changes are sustained by anchoring them into corporate culture.

FAQ 4

Is the change training "operationally" focused?

The training is focused to assist organisations to lead when changes happen. It is practical orientated training.

FAQ 5

Is there the option for on-going mentoring and coaching after the training session?

Mindpeace Consulting do offer coaching and guidance consulting assistance after the initial training to get organisations going. The duration and intensity will depend on the magnitude of the project and the specific assistance needed by the organisation.

FAQ 6

What are the main advantages of using the Kotter’s change leadership approach?

It’s a simple approach that’s easy to follow and understand.
It’s built on more than 50 years of research into leading change.
It covers all aspects of change from cultural aspects through to operational matters.
It has a strong focus on employee buy-in and communication.

FAQ 7

What is Kotter’s approach to handling obstacles?

Removing obstacles can empower the people organisations need to execute their vision, and it can help the change move forward.

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FAQ 8

What strategies can be implemented to enable action by removing barriers?

It is important to do the following:

Identify what the barrier is.
Confirm the suspected obstacle is a barrier to the intended change.
Evaluate alternatives to eliminate the barrier.
Select the best option.
Communicate and train the workforce on how to remove the barrier.
Remove the barrier.