Change Management

    Navigating the people aspect of change journeys

    Our Philosophy & Approach

    We help our clients navigate the people aspect of their change journeys. A well-prepared and skillful team is the strongest asset your organisation can have to take advantage of opportunities that change transformation brings.

     

    Managing change requires the entire organisation

    Managing the change process is both top down and bottom up. It requires active participation and ownership at all levels of the organisation. Different negative responses to change can include:

    Procrastination

    Procrastination

    Being paralysed into inaction

    Being paralysed
    into inaction

    Toxic disagreements

    Toxic disagreements

    Active resistance

    Active resistance

    Addressing the people aspect of change is more than conducting town hall sessions and asking for feedback. It should really be about addressing the mindset and enabling the active participation of the people.

    Leaders need to be able to not only communicate a clear direction but also address the underlying and often unspoken concerns that their people feel in a time of change.

    Everyone in the organisation in turn needs to adopt an open mindset to be able to learn and adapt so that they are able to continue to contribute meaningfully to the business.

    People First

     

    What we do for those leading and managing change

    We help leaders adopt a people-centric approach to establishing alignment to and leading change. We do this by equipping them with range of skills to implement change while keeping engagement and trust high.

    For Senior Leaders

    We help leaders overcome people challenges when developing their change plans and getting buy-in with different stakeholders. This process can be a delicate one and can sometimes lead to conflict because of the pressures involved with this decision.

    Establishing alignment within the leadership team

    The sheer importance of the decisions and the uncertainty involved can cause significant strain on the relationships within the team.

    We help senior leaders facilitate alignment among their leadership team. 

    • We create safe spaces for them to communicate and honestly.
    • We help them understand each person's concerns so that they are to be able to address them appropriately.

    When the team is aligned and united on the change direction, their unity will underpin the driving of change.

    Conflict resolution and reconciliation

    The heightened anxiety among the leadership team may at times have already created negative emotions which can cause a significant amount of fear and insecurity.

    We help leadership teams facilitate difficult conversations to:

    • Uncover root issues
    • Resolve conflicts
    • Reconcile strained relationships

    For Managers

    Managers often find themselves caught in the middle of the change process. They may have already bought in to the changes but are often ill prepared to help others through the transition.

    We equip managers with key relational skills to be able to effectively manage the people aspect of the transitions.

    How to communicate with their teams

    We help managers strengthen interpersonal skills to better communicate with their teams which is crucial to getting buy-in for the effort. 

    We help them understand different behavioural styles, identify common stressors and how best to alleviate them.

    How to be able to listen for concerns

    We help team leads develop empathy and apply empathic listening when responding to stakeholders' needs. We help equip them to: 

    • Identify common blocks to listening and learn to listen empathically to the whole person – what the person is saying and not saying
    • Appreciate the importance of listening and learn how to catch the emotional cues to understand stakeholder needs
    • Check for the full picture and appropriate ways to show that they care

    How to create a culture of giving and receiving feedback

    We help teams build healthy and productive work relationships so that they can understand and address issues early in the change process. 

    Through a sensitively crafted feedback process, we equip managers to:

    • Give appreciation and developmental feedback that serves to build team bonds and improve team communication
    • Gain valuable insight from colleagues on how to be more effective and relate better to others

    How to be able to engage and challenge their teams

    We help leaders understand and apply ROHEI Real8Ability Factors. Managers will be equipped to be relational leaders who are able to: 

    • Create an emotionally safe environment where the staff can feel like they are being cared for
    • Create a culture that can motivate and engage staff

    What we do for staff who need to embrace change

    It can be challenging for employees to respond to the many changes that are occurring in their workplace and to their jobs. We help teams prepare for change by developing an open mindset and practical skills necessary to be able to proactively contribute to the change process. These include:

    • Understanding their instinctive responses to change
    • Learning about the change process and assessing their readiness
    • Developing personal resilience in times of change
    • Developing learning agility and an attitude of lifelong learning
    • Strengthening teamwork and understand success from a wider perspective
    • Increasing digital confidence and openness to technology disruptions

    Managing the People Aspect of Digital Tranformation

    We help develop learning agility and digital confidence to help staff embrace technological change. Read about how ROHEI's SkillsFuture for Digital Workplace is helping customer-facing staff from United Overseas Bank (UOB) prepare for future responsibilities and roles in financial services.

    READ MORE >>

    Managing the People Aspect of Digital Tranformation

    How we help our clients

    Singapore Government Agency

    Singapore Government Agency

    We helped a Singapore government agency with managing the change process through a major restructuring process as they transitioned into separate agencies.

    Local Bank

    Local Bank

    We helped a leading local bank create a mindset of openness and digital confidence in transiting 900 of their customer-facing staff to alternative roles because of disruptions in the finance industry.

    Global Management Consultancy

    Global Management Consultancy

    We helped a global management consultancy equip their leadership with relational skills to manage the people aspect of a major division restructure.

    The training also helped me understand my team members more at a personal level and that in itself is priceless. And now seeing that they themselves have become united or cohesive & cooperative with each other. The strong team allows the leader to weather the tough situations.

    Now, morale has improved. The team building has helped. Team members felt close with each other.  There were reduced conflicts between people. The results speak for themselves. Other people could see the transformation in my team.

    Choo Chong Cher
    Manager, PMO Practice at Hewlett Packard Singapore (Sales) Pte Ltd

    The training also helped me understand my team members more at a personal level and that in itself is priceless. And now seeing that they themselves have become united or cohesive & cooperative with each other. The strong team allows the leader to weather the tough situations.

    Now, morale has improved. The team building has helped. Team members felt close with each other.  There were reduced conflicts between people. The results speak for themselves. Other people could see the transformation in my team.

    Choo Chong Cher
    Manager, PMO Practice at Hewlett Packard Singapore (Sales) Pte Ltd