The demand for organizational change management consultants is soaring, undoubtedly spurred by the rapid pace of technological advancement. This drive has prompted a lot of companies to continuously upgrade their tools and procedures to stay competitive. Many companies find it cost-effective to hire change management consultants on a project basis rather than maintaining an in-house team.
The main role of a change management consultant is to introduce new concepts and facilitate transformative operational shifts within a company. They often use a structured change methodology to assess, strategize, implement, and support procedural, technological, or job-related changes.
Their duties include guiding business owners and employees through transitions, managing resistance, and making sure that the changes implemented align with the company’s goals.
In this article, we’ll be talking all about what an organizational change management consultant does. If you’ve been thinking about hiring one or more change management consultants to help implement organizational change within your company, you’re in the right place. Let’s get started!
Why Organizational Change Management Consultants are in High Demand
As you may or may not know, rapid technological advancements are driving companies to constantly upgrade their tools, business processes, and procedures to remain competitive in the market. As a result, there’s a significant demand for organizational change management consultants.
As mentioned previously, many companies find it financially advantageous to enlist the services of a business change consultant. This allows them to collaborate with a change management expert on a per-project basis (i.e. there’s no need to make a major internal change to your management team).
The Difference Between a Change Management Consultant and a Change Management Analyst
Change management analysts and change consultants share similarities, but it’s important to understand the differences between these two roles if you’re thinking about hiring one or the other. Many people are confused about the distinction between the change management consultant and change management analyst roles, which is understandable.
Both roles focus on gathering data for data-driven decision-making regarding change. However, change analysts typically have less experience in change management execution compared to change consultants — who have extensive experience in driving change. Change consultants will often emphasize the importance of strong communication skills, too.
A change management analyst’s responsibilities typically include conducting market and organizational research to plan necessary changes. They use certain tools to facilitate effective communication across the company during transitions. The goal, in this case, is to ensure alignment and comprehensive information dissemination.
What Does an Organizational Change Management Consultant Do?
Change management revolves around embracing and navigating change within organizations. It involves identifying changes, coming up with a strategic plan, and methodically implementing it. The goal of any change management strategy is to either minimize losses or maximize long-term benefits.
However, it’s not solely about company revenue; the impact on employees is also noteworthy, and their satisfaction should be considered throughout the planning and execution phases.
The role of a change management consultant combines business acumen with psychological insight. While traditional managerial or leadership roles may prioritize financial aspects, this position places emphasis on the human element of business operations.
To put it plainly, a change management consultant guides businesses through major transitions. During periods of organizational flux, internal teams, and key stakeholders often experience the challenges of change. Without the right approach, major changes (such as restructuring, public offerings, or process modifications) can provoke significant resistance and backlash.
This only just scratches the surface of why hiring an organizational change management consultant is so important and beneficial. Let’s take a look at the specific duties of an organizational change management consultant below:
Recommend change projects
Some companies choose to hire a business change consultant once they’ve internally decided on making a change, while others seek change consulting to determine what changes are necessary.
In such cases, they rely on the expertise and analytical capabilities of a change management consultant to identify areas for improvement within their organization.
Fight against change resistance
Resistance to change can be a huge obstacle to successful transformations. People often grow accustomed to established procedures and may exhibit apprehension or deem change unnecessary.
For this reason, the guidance of a change management consultant becomes more important and necessary than ever. After all, without employee buy-in, the adoption of new processes is often jeopardized, which could lead to failed change initiatives.
Direct and collaborate with teams
An organizational management consultant assumes the role of the leader in a change project. They collaborate with key stakeholders (including all external vendors who are involved in the change). Since they have exemplary leadership skills, they’re able to delegate tasks, motivate team members, and rally support for the change initiative to propel it forward.
Plan and execute change projects
Part of the skill set of a change management consultant is being proficient in project planning and organization. Working with others, they’re able to use established change methodologies to come up with comprehensive change strategies.
These change strategies usually include task delegation, delineation of project milestones, and making sure that everyone is adhering to timelines and budgets.
When to Hire an Organizational Change Management Consultant
When your team or organization lacks the necessary skills, experience, or resources to develop and implement an effective change adoption strategy, that may be a sign that it’s time to seek help from an organizational change management consultant.
Unfortunately, business leaders and employees often come to recognize the need for this type of expertise when it’s already too late — when desired behaviors aren’t being adopted, significant knowledge or skill gaps become all too evident, complaints come up far too often, and a number of other challenges bubble to the surface.
Hiring an organizational change management consultant is a great way to make sure that your organization achieves its goals regarding change adoption, encounters minimal employee resistance, and realizes the maximum return on its investment.
The Benefits of Change Management Consulting Services
Your company might be poised for new leadership or branching out into new markets, prompting the need for updated policies and procedures. Regardless of the specific circumstances, change is certain.
Are your team members adequately prepared to navigate the challenges that lie ahead? If you’re not sure, it might be time to consider bringing in a change management consultant. Here are the main benefits of bringing in a change management consultant:
New perspective
Introducing change management consulting introduces a new perspective. By bringing someone in who doesn’t have emotional ties to the “old” practices or training strategies, you’ll be able to gain fresh perspectives and insights.
Mitigate internal conflicts
Another rationale for enlisting the services of a third-party consulting firm is to mitigate internal conflicts. Given that members of your organization may harbor diverse approaches to change, internal disagreements and power struggles could definitely come up. Bringing in external expertise could make certain transitions smoother.
Faster implementation
Needless to say, certain changes unfold at a slower pace compared to others. This provides ample time to transition and familiarize employees with new procedures. However, there are instances where changes must occur quite quickly.
For example, the sudden departure of important leaders necessitates the prompt introduction of their replacements. In such scenarios, the significance of change management consulting becomes undeniably apparent as it facilitates the rapid implementation of new practices.
Change Management Best Practices
Implementing effective change management practices is super important when it comes to navigating transitions smoothly. Here are some best practices to consider:
Create a sense of urgency
Use the John Kotter 8-Step Change Model to emphasize the urgency and importance of the change. Show those affected by the change how it will improve productivity and job effectiveness.
Roll out in phases
Avoid overwhelming your team by breaking the initiative into manageable phases. Gradual change is easier to accept than sudden, sweeping change. Start with a beta test in a small group or department, iron out any issues, and then expand to larger groups and eventually the entire organization.
Address any resistance
Acknowledge and address any resistance to change from the outset. Explain how the change will affect different departments. By proactively addressing these concerns, you’ll be able to help your employees adapt.
Let Us Help Shape Your Culture
Are you afraid of change? If so, you’re not alone. Change doesn’t have to be scary, though. In fact, cultural and organizational changes are something to look forward to. Of course, when it comes to making organizational changes, you might need a little help. That’s where Cultural Partners comes in.
By scheduling a free consultation with one of our senior partners, you’ll be able to receive expert advice about culture and change management within your industry. Whether you’re interested in boosting employee engagement or creating a more welcoming company culture, we’ve got you covered!
Believe it or not, now is as good a time as any to start implementing cultural change within your company. Check out our blog or contact us today to learn more about organizational culture, improving employee morale, aligning your business goals with your strategies, and more!