Change Management

Change is not a choice, but a necessity.

For every person, every team, every organization, it is essential to growth, development and long-term vitality.

In today’s business and professional world, in particular, resistance to change needlessly limits an organization’s ability to compete and succeed.  And yet, many organizations—struggling with difficult decisions, overwhelmed by the complexity of the process, or simply fearful of the unknown—treat the necessity of change as a threat, rather than an opportunity.

Clarus has a positive perspective on change.

Above all, we understand that change is not an event but a process,

so we take an approach that focuses on capturing, retaining and enhancing the established value of an organization and the people in it.  Clarus helps organizations use that value to leverage the positives of change by communicating them more effectively.  We excel in developing internal and external communications strategies to support change management initiatives.

The systems-based, value-oriented nature of our approach enables Clarus to design and implement change management initiatives at any, some or all levels of an organization.  Currently, our roster of ongoing or recently completed change management projects includes an organization-wide IT system change for a large corporation; several clients making structural changes in organization and/or leadership; and various projects involving issues such as organizational culture change and formulation and adoption of changes in internal policies and processes.

In all areas of our change management portfolio, Clarus routinely achieves results that are both measurable and sustainable.  These include improved morale, higher retention rates, increased efficiencies, and effective internal adoption and support of change—all contributing to greater profitability.

Critical Questions

  1. Are unavoidable factors forcing a culture shift within your organization?
  2. Are you facing the need for system-wide operational changes?
  3. How do you identify and implement needed changes?
  4. How do you respond to unwanted change?
  5. How will an individual change affect the entire organization and vice versa?