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KIMSY Consulting | Project Management & Business Development

KIMSY Consulting | Управление изменениями
Facilitating Change by Providing Consultation & Coaching
Developing & Implementing a Change Management Roadmap
There isn't any change in organizations without impact - on its culture and on individuals. When it comes to change or to adjust organizational patterns, for instance due to implementing means of business process reengineering, people need to get encouraged and trained accordingly and communication needs to get intensified for adopting the outcomes of change initiatives.
Changes within an organization can only be deployed step by step. Our experienced consultants at KIMSY Consulting provide the methodology and instruments that organizations and individuals alike need in order to implement change successfully.
Change must have a purpose with which staff identifies. For a successful change initiative it's vital that there is a concise and common understanding within the change project team that all employees are getting prepared and trained adequately to make the efforts it takes to move away from current behavioural patterns and operations.
Besides communicating a clear vision to people, especially to those who are most likely to resist the change, it's also important to put corresponding change approval policies in place and to visualize change impacts to everybody. According to our client's organizational needs and requirements we tailor the right set of solutions for their particular change initiatives, ensuring that clients build up the internal capabilities needed to manage change successfully.
ASSESSING CHANGE READINESS
Evaluating change readiness
Conducting organizational impact assessment
CONDUCTING IMPACT ANALYSIS
Preparation of forecasts, and evaluation of the actual impact of changes
IDENTIFYING KEY STAKEHOLDERS
Advising on stakeholder engagement and change programme accomplishments as well as determining long term changes to the business
CHANGE MANAGEMENT CONSULTING SERVICES
Change Management with a focus on communications, engagement, behavioural and cultural change.

Developing, designing & implementing the Change Strategy , Stakeholder Mapping, Communications Approach & Engagement Plan

Implementing and improving Change Management Best Practices
CHANGE MANAGEMENT IN PROJECTS
Bilancio della salute organizzativa
  • Contributing to planning, executing, controlling, and closing a project to ensure the project is delivered to scope and meets time, cost and quality objectives.
CHANGE MANAGEMENT IN ORGANIZATIONS
Check up & Assessment
  • Determining the impact of OCM programs and developing alternative strategies as needed
  • Providing recommendations on organizational design changes
COACHING
Indirizzate ad aziende, insegnanti, psicologi, medici
  • ... ... ...


Creating and establishing Change Management frameworks, standards and governance processes to drive change initiatives. By leveraging change management and organizational design practices KIMSY Consulting ensures that change results are getting properly adopted and benefits appropriately realized.

The Project Management for Organizational Change Initiatives is performed in an effective manner and is planned, evaluated, authorized, prioritized, documented, communicated and implemented accordingly.

CHANGE MANAGEMENT IN PROJECTS
Phase I
Check-Up, Assessment & Planning
  • Discussing challenges, problems and issues a project team and addressed organisation is facing
  • Proposing oranizational and technical solutions and improvements
  • Identification of potential risks for resistance as well as development of plans to intervene
  • Facilitating and writing Risk Assessment and Risk Management Plans
  • Identifying and recommending suitable communication strategies for stakeholders and project team members
  • Developing specific plan to mitigate or address the concerns of project team members regarding CM implementation
  • Planning for Training, organization transition and stakeholder engagement, adoption risks and resistance
  • Planning the management of required communication activities related to the proposed change activities
  • Supporting resource planning and acquisition
  • Developing project strategies and plans, including stakeholder assessment, communications, leadership alignment, organization transition, change readiness, capability transfer and training
  • Planning the change strategy, communications and training approaches
    • Phase II
    Execution
  • Implementing the change strategy, communications and training approaches and managing the quality of the change management deliverables
  • Monitoring and actively managing risks and issues related to all aspects of project management and change management plan
  • Providing Change Leadership coaching support and advice to project managers including training, awareness and adoption
  • Establishing appropriate training plans and supporting project managers
  • Addressing project challenges including overcoming resistance, empowering strong change initiative supporter and intensifying stakeholder communication
  • Contributing to planning, executing, controlling, and closing a project to ensure the project is delivered to scope and meets time, cost and quality objectives
  • Managing project team administrative functions including meeting scheduling, issue tracking, reporting to steering committee, etc.
  • Ensuring project goals are met and plans are executed accordingly by working with numerous internal resources/staff
  • Mentoring and supporting project team members
    • Phase III
    Monitoring & Readjusting
  • Overseeing project team execution in accordance with project plans, tools and methods
  • Monitoring change metrics for the project (for measuring change effectiveness)
  • Discussing challenges, problems and issues along the execution of CM activities and project plans
  • Coordinating with the program’s project managers to re-align and adjust program on change management and communication standards, processes and activities
  • Ensuring that issues and impacts on structures, roles, responsibilities and competencies with functional areas are identified and aligned with re-adjusted CM plan
  • Analysing and re-adjusting project communications strategy, approach and plan
  • Re-aligning the execution of change management strategy, project plan and work breakdown
    • CHANGE MANAGEMENT IN ORGANIZATIONS
    Phase I
    Check-Up, Assessment & Planning
    • Sponsorship Assessment
    • Stakeholder Assessment
    • Assessing Change Readiness
    • Analyzing client environment; conducting stakeholder analyses for outlining change benefits and expected outcomes of change initiatives that drive stakeholders towards adoption
    • Conducting Stakeholder Communications Planning
    • Developing Change Adoption Plan
    • Developing Resistance Management Planning
    • Ensuring that risks and impacts associated with change are well defined and documented
    • Defining change metrics for the project (for measuring change effectiveness)
    • Developing short and long-term goals, KPIs, and objectives
    • Developing comprehensive change management plans to support complex change initiatives
    • Establishing and promoting an organizational change management framework and methodology
    • Developing Strategy Deployment Initiatives
    • Driving adoption and proficiency of changes within the organization in compliance with client’s Change Management methodologies
    Phase II
    Execution
    • Overseeing and rolling out consistent organizational change management process
    • Coordinating contributing, design and implementing risk management strategies and programs
    • Coordinating project and process changes with all relevant departments (Engineering, Operations, Purchasing, Compliance, Business Units, etc.)
    • Managing the implementation of redesigned business processes
    • Executing process improvement initiatives to improve the efficiency of operations by working with stakeholders for across the product development process
    • Supporting strategy deployment initiatives by providing oversight, tracking and reporting
    • Working closely with IT Directors, Business Relationship Managers as well as IT Project Managers to keep alignment
    • Monitoring and tracking project progress, and leading project team to successful on-time and on-budget delivery of project
    • Establishing and promoting a training delivery framework and supporting appropriate tools and processes
    Phase III
    Monitoring & Readjusting
    • Overseeing change management plan execution in accordance with goals, gained benefits, project plans, tools and methods
    • Establishing Quality Management System for monitoring on execution of CM strategy (non-conforming, deviation, internal audit, etc.) for potential changes and to measure effectiveness of Change Control
    • Reviewing requests for changes and determining form, fit and function related to regulatory requirements
    • Monitoring change metrics for the change management initiative (for measuring change effectiveness)
    • Monitoring the status of risk assessments, providing further insights and reports on the overall performance of the Change Management Program
    • Coordinating with the program’s project managers to re-align and adjust program on change management and communication standards, processes and activities
    • Re-adjusting the execution of change management strategy, change management plan and organizational alignments
    • Establishing transition plans for impacted employees
    COACHING
    Employee-focused and development-oriented Coaching
    Establishing change within an organisation concentrating on employee development as well as on behavioural and culture change through Coaching as a key enabler:

    Supporting and coaching to employee-facing managers and business leaders
    Working with project team to integrate organizational change management activities into overall project plans
    Creating and conducting the coaching and training sessions providing direct support and coaching to employee-facing managers and business leaders


    ASSESSMENT
    Cos'è l'Assessment
    Conducting change impact and readiness assessments è una metodologia di indagine in grado di fornire informazioni circa le caratteristiche comportamentali, le qualità individuali, le motivazioni e il potenziale di sviluppo delle risorse umane.

    Monitoring and evaluating change tactic effectiveness di un Assessment sono: valutare il potenziale, le attitudini,le competenze,la coerenza e adeguatezza ad un profilo lavorativo.

    Measuring and monitoring change – undertaking questionnaires, surveys, focus groups, gather contextual stories, implementing adjustment activities to take advantage of opportunities assumere nuovo personale e ricollocare risorse già presenti.
    ASSESSMENT
    Assessing how a change will impact business processes and organizational design
    Developing and conducting needs assessments and surveys
    Conducting readiness assessments, evaluating results & presenting findings
    Conducting readiness assessments on communication plan, sponsor roadmap, stakeholder assessment, training plan and resistance management plan
    Placeholder
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    BUSINESS TRANSFORMATION
    Some of the major reasons and obstacles why companies fail to deliver on the promise of change initiatives are:

    • Lack of a clear change strategy or adoption of industry best practices
    • Lack of communication plan and poorly established communications processes
    • Subpar-style defined processes that slow response and resolution times
    • Lack of training programs that educates staff
    • Lack of transition plans for impacted employees
    • Insufficient measures of success to ensure organizational performance
    • Inadequate IT-infrastructure to enable efficient change processes and change measurement delivery
    KIMSY Consulting provides guidance and advice to organizations that helps in transforming their infrastructure in a better way for adopting change procedures. Our approach is to implement change in a less disruptive, but efficient and effective manner.

    • Assisting in strategy deployment initiatives by providing oversight, tracking and reporting.
    • Establishing and promoting an organizational change management framework and methodology in order to make sure that changes which IT delivers are getting properly adopted and the benefit appropriately realized.
    • Developing, adjusting and adapting business processes and communication maps for facilitating a clearer and more consistent communication
    • Collaboration support of project team members and management involved in the organizational change
    • Encouraging personal development by various means of coaching and learning opportunities
    • Overseeing and rolling out consistent organizational change management processes
    • Developing transition plans for impacted employees


    COUNSELING
    Implementing new business strategies or just rolling out and introducing a new corporate communication IT-system implies potential major risks of failure when not accompanied with respective change management initiatives.
    Successful change requires people to adopt to new concepts, processes and technologies in order to improve and achieve further benefits. As a result, strategic visions, new technologies, and even perfect project planning can only get you half the way. in reaching your desired goals. Coaching and counseling is needed to bring all the involved people and stakeholders with their different mindsets and attitudes towards change mangement initiatives together in ways that reduce concerns, but result in quick wins and deliver longterm project success.
    It is the key to making sure the desired outcomes go in line with an understanding for situation awareness, strong adoption of change management approach and true conversion of current processes.

    The coaching approach of KIMSY Consulting to change management projects reduces risks and shapes the outcomes of change by identifying organizational processes, technologies and people that must be involved in transition. Our coaching methodology aims for helping an organization's employees to accept and embrace changes in their future operating environment by increasing their participation and support for the change management initiative.
    Transition needs Counseling
    KIMSY Consulting possesses of a solid understanding of how people go through a change and the change process, ensuring Organizational Readiness for change management initiatives.

    Ability to establish Stakeholder Engagement and Leadership Alignment
    Design and facilitation of adequate Training Strategy and Communications Planning
    ... ...
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    Preparing to transition the workforce
    Misurazione della percezione soggettiva del rischio
    Progettazione di un intervento
    Stesura di un documento di valutazione
    Restituzione degli esiti della Valutazione
    Develop transition plans for impacted employees
    KIMSY Consulting provides Transformation by Developing, Designing, and Delivering robust Change & Engagement