Haverstick Learning and Change Management
Haverstick Learning’s approach to Change Management is rooted in the principle that successful change programs must create the demand for organizational change.
| Supply (push) |
Demand (pull) |
Supplying all the things
necessary to build the
change capabilities |
Creating demand for the
change effort in those
who have to live it |
 |
These four key building blocks of change must be incorporated to assure successful change outcomes:
Navigation activities manage scope, sequence, and pace of change initiatives:
- Alignment with business strategies
- Program management
- Models and methodologies
- Technical and business architecture
Enablement focuses on providing the tools and information people need to perform:
- Systems and processes
- Job and organization design
- Policies and procedures
Leadership ensures there is the authority, power, and responsibility to legitimize the change:
- Shared vision and sponsorship development
- Change agent/team development
- Pain management
Ownership focuses on making the change “personal”:
- Corporate culture
- Managing communication
- Understanding and responsibility
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