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A combination of both Maximizing Results on Current Change Efforts and Building Organizational Change Capability. With this service level, you leverage Being First’s value proposition to its fullest extent and receive the greatest results possible, both short and long term.
This is our deepest partnership with clients. We play the role of both coach and consulting partner. We train and develop your leaders and internal consultants, and partner with them directly to design and execute every aspect of their change initiatives. We provide the CLR Methodology and all its tools, and teach your leaders and internal consultants how to use it throughout all phases of their changes. With this service level, we ensure that people both “catch fish” and “learn to fish” at the same time.
The Being First Promise and Conditions for Success in these interventions combine those from both
Maximizing Change Results and Building Organizational Change Capability. |
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Our Promise
- You will achieve your desired change results faster and at less human and organizational cost than ever before
- Select stakeholders will profoundly increase their change
knowledge and skills
- Select Stakeholders will know how to use the CLR Methodology
to profoundly increase your organization’s change results and
ROI from change
- A highly effective learning infrastructure will be established
in your organization, and will ensure continuous change
leadership development and ever-increasing results
from change
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| Service Options |
- Project startup and change infrastructure development
- Change strategy development
Ongoing coaching for change sponsor, process leader, initiative leads, key executives, and internal consultant(s)
- Direct, ongoing consulting on key change initiatives
- Executive Change Lab training delivery for executive team
- Execution of Organizational License of CLR Methodology
- Consulting support to develop Organizational Change Capability Strategy
- Delivery of Training Programs in support of the CLR Methodology Rollout,
(i.e.,
Leading Transformation and Practitioner Certification)
- Community of Practice design and support
- Live case Consulting and Coaching to change leaders and/consultants as a development forum
- Project team Learning Clinics
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| Conditions for
Success |
- Clear desired outcomes established upfront
- Ongoing coaching relationship with CEO, executive sponsor, change process leader, key executives, key change project leads, and internal consultants
- Change process leader devotes a minimum of 80% of their time to the project
- Adequate resources applied to the project
- Complete change strategy developed upfront
- Executive Change Lab conducted upfront with senior most executive team
- Deep partnership between consultant(s) and the change process leader and change leadership team, including ongoing access for enough time to really influence the change strategy and process plan design, execution, and course correction
- Adequate time for change strategy development throughout the project
- Active use of the CLR by all major change project teams
- Adequate engagement of key stakeholders in
contributing to the change from the beginning
- Executive level sponsorship for building change leader capability
- Clear owner of the CLR Methodology within your organization
- Right group of participants selected for development.
Participants engage fully in the development path provided for them
- Participants slated for development have substantial, named roles in current change efforts so they can immediately apply their learning
- Complete development path provided, including
Leading Transformation training and Practitioner Development, adequate ongoing coaching, learning clinics, and formal community of practice supported by Being First
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