Ask most leaders today and they will tell you they want their organizations to be nimble, agile, or flexible, able to pivot quickly to address issues and capitalize on opportunities. However, most of these same organizations have rich and extensive histories that span decades (sometimes centuries) when the information industry moved more slowly than it does now.

Change is inevitable. At Delta Think, we think change is exciting! But, it’s very rarely easy and it’s very rarely accomplished overnight.

Planning for change effectively and working through its execution takes expert analysis, communication, and listening skills. This is where Delta Think excels. Whether you need to shift your culture, implement new strategies, think about your products, processes, and technologies in new ways, or revamp your organizational structure, we can help you anticipate the ramifications and risks that could jeopardize your progress or derail you completely. We work with clients to develop a cohesive and flexible framework for implementing change, carefully considering your current culture and values, risk tolerance, constraints, execution preferences, and the velocity at which your organization can manage change. Executing on strategy is impossible without careful preparation and alignment across your organization – from staff, to leadership and boards, to customers and members – we work with you to engage stakeholders at all levels to move your organization forward. Change management is to some extent part of every service we offer. Additionally, it might include the following:

  • Mapping the organizational impact of changes; highlighting the current practices or behaviors that might stand in the way of the organization’s future goals
  • Creating a Change Management Plan that addresses potential impediments. Plan components can include everything from communication strategies, to training in job-related or leadership skills, human resource strategies for incentivizing desired behaviors and results, and more.
  • Understanding the formal and informal communication channels within your organization; Enlisting the most effective participants in change efforts, regardless of title or position
  • Defining the change process including metrics, checkpoints, and expected results; Anticipating when adjustments to the change management strategy are required