Change is hard. We get it. So, we provide organizations with a personal touch by directly partnering with leaders and building relationships with employees to engage and support them during the change process. We assess the current state, identifying skills gaps and developing a robust communication plan that disseminates the change over time ensuring a transparent process. We build a tailored change plan that engages employees and communicates strategically on the overall change effort. The best way to ensure your change initiative is “sticky” is to get your team involved and committed to building lasting change. There could be a host of reasons that may be driving the needs for change – outdated technologies, mergers or acquisitions, systemic issues in productivity, changes in market or leadership or simply a new desired state. You likely know it needs to happen. It’s best to drive the change on your terms. As Jack Welch once noted, “change before you have to.”
A professional services firm had shifted its business strategy to pursue large-scale government contracts and needed to rethink its talent acquisition and onboarding process.
We created a recruiting strategy that included gathering market intelligence, proactively developing and cultivating a talent pipeline through incumbent outreach, and active engagement of the recruiting team in the proposal process. Our team developed a structured interviewing methodology for identifying candidates for critical roles to ensure success of the project staffing, which was leveraged for multiple contract pursuits.
We developed a change management and communications plan that considered programmatic systems and behavioral change needed to deliver on the business strategy.
Implementing the plan, we created an efficient on-boarding process to engage new employees prior to start date and enable faster contribution.