Our Change Management Solutions
The MorganFranklin Consulting team works collaboratively to design, build and implement a change management strategy, starting with a framework.
Core Tenets
- Defined clear future-state vision and change management strategy.
- Identification of all stakeholders and groups affected by the changes.
- Proactive employees and end-user adoption driven by leadership.
- Strategic communications with key messaging, time-released during the program.
- Training and support tailored to and appropriate for end-users.
- Change-resistance monitoring, adaptability and management.
Focus Areas
- Change Leadership
- Stakeholder Engagement
- Workforce Transition
- Organization Design
- Training
- Culture Migration
The MorganFranklin Consulting team works collaboratively to design, build and implement a change management strategy, starting with a framework.
Core Tenets
- Defined clear future-state vision and change management strategy.
- Identification of all stakeholders and groups affected by the changes.
- Proactive employees and end-user adoption driven by leadership.
- Strategic communications with key messaging, time-released during the program.
- Training and support tailored to and appropriate for end-users.
- Change-resistance monitoring, adaptability and management.
Focus Areas
- Change Leadership
- Stakeholder Engagement
- Workforce Transition
- Organization Design
- Training
- Culture Migration
Change Saturation & Complexity
Change saturation occurs when an organization tries to put in places too many changes at once or lacks adequate resources to sustain them, leaving people feeling overwhelmed or dissatisfied.
When this happens, the negative consequences can be:
- Increased turnover, reduced productivity and higher rates of absenteeism.
- Loss of focus on company objectives, direction and projects.
- Inability to reap the benefits, synergies and value of change.
PROMOTING ORGANIZATIONAL CHANGE
To ensure alignment between leadership and the workforce, MorganFranklin Consulting helps organizations define success and the resources it will take to properly make it happen. Organizational change is a continuous process that should be proactively managed with proven resources, support, leadership and effective communication.
Some critical ways to successfully promote change include:
- Identifying key stakeholders.
- Continually assessing the changes to your workforce.
- Preparing leaders to navigate obstacles to support their objectives.
- Tracking benefits and identifying who is accountable for what.
Prioritizing these strategies will ensure full support of efforts towards change, leading to faster timelines and more effective changes.
Change saturation occurs when an organization tries to put in places too many changes at once or lacks adequate resources to sustain them, leaving people feeling overwhelmed or dissatisfied.
When this happens, the negative consequences can be:
- Increased turnover, reduced productivity and higher rates of absenteeism.
- Loss of focus on company objectives, direction and projects.
- Inability to reap the benefits, synergies and value of change.
PROMOTING ORGANIZATIONAL CHANGE
To ensure alignment between leadership and the workforce, MorganFranklin Consulting helps organizations define success and the resources it will take to properly make it happen. Organizational change is a continuous process that should be proactively managed with proven resources, support, leadership and effective communication.
Some critical ways to successfully promote change include:
- Identifying key stakeholders.
- Continually assessing the changes to your workforce.
- Preparing leaders to navigate obstacles to support their objectives.
- Tracking benefits and identifying who is accountable for what.
Prioritizing these strategies will ensure full support of efforts towards change, leading to faster timelines and more effective changes.
Shifting Workplace Dynamics
Organizations around the world have quickly put in place new measures to support a more agile, hybrid or remote workforce. Among them:
- Encouraging more workforce engagement and communication.
- Hiring a more diverse workforce than in previous decades.
- Building global virtual teams and upgrading digital ecosystems.
- Adapting current technologies to modern solutions.
Yet these changes may have had a negative impact on the workforce. 55% of people surveyed reported experiencing significant damage to their workforce health during the COVID-19 pandemic, including their team relationships, their ability to innovate and their responsiveness, according to a study by Gartner, a technology research and consulting firm.
WORKER ENGAGEMENT & RESILIENCE
To combat burnout and fatigue, leading companies invest in strategies that build resilience and prepare their organizations for both planned and unplanned scenarios. Our team supports these efforts by:
- Enhancing leadership capabilities in driving organizational change.
- Supporting two-way communications among virtual teams.
- Retaining and engaging a diverse workforce across the globe.
- Upskilling employees to keep up with rapid digitalization.
- Highlighting success stories and use cases to enhance job satisfaction and productivity.
These efforts can help organizations shift towards a more agile, competitive model by cultivating flexibility and prioritizing expectations with an increasingly diverse talent pool.
Organizations around the world have quickly put in place new measures to support a more agile, hybrid or remote workforce. Among them:
- Encouraging more workforce engagement and communication.
- Hiring a more diverse workforce than in previous decades.
- Building global virtual teams and upgrading digital ecosystems.
- Adapting current technologies to modern solutions.
Yet these changes may have had a negative impact on the workforce. 55% of people surveyed reported experiencing significant damage to their workforce health during the COVID-19 pandemic, including their team relationships, their ability to innovate and their responsiveness, according to a study by Gartner, a technology research and consulting firm.
WORKER ENGAGEMENT & RESILIENCE
To combat burnout and fatigue, leading companies invest in strategies that build resilience and prepare their organizations for both planned and unplanned scenarios. Our team supports these efforts by:
- Enhancing leadership capabilities in driving organizational change.
- Supporting two-way communications among virtual teams.
- Retaining and engaging a diverse workforce across the globe.
- Upskilling employees to keep up with rapid digitalization.
- Highlighting success stories and use cases to enhance job satisfaction and productivity.
These efforts can help organizations shift towards a more agile, competitive model by cultivating flexibility and prioritizing expectations with an increasingly diverse talent pool.
Increases in Artificial Intelligence & Machine Learning
PROACTIVELY TRANSFORMING THE WORKFORCE WITH AI & MACHINE LEARNING
While artificial intelligence and machine learning can boost productivity and improve organizational flexibility, it’s crucial to consider their impact on the workforce. Leaders should identify where these solutions can enhance worker productivity and performance by:
- Highlighting opportunities for personal and professional growth.
- Upskilling current employees to remain relevant and valuable.
- Celebrating new technologies and improvements in productivity.
- Recognizing employees who embrace and drive change.
- Automating repetitive tasks to support more strategic activities.
- Aligning recruitment strategies with new skills in the workforce.
By addressing these key points, organizations can navigate the challenges of technological change and create a dynamic, skilled workforce.
PROACTIVELY TRANSFORMING THE WORKFORCE WITH AI & MACHINE LEARNING
While artificial intelligence and machine learning can boost productivity and improve organizational flexibility, it’s crucial to consider their impact on the workforce. Leaders should identify where these solutions can enhance worker productivity and performance by:
- Highlighting opportunities for personal and professional growth.
- Upskilling current employees to remain relevant and valuable.
- Celebrating new technologies and improvements in productivity.
- Recognizing employees who embrace and drive change.
- Automating repetitive tasks to support more strategic activities.
- Aligning recruitment strategies with new skills in the workforce.
By addressing these key points, organizations can navigate the challenges of technological change and create a dynamic, skilled workforce.
