Change if not handled well, creates confusion and a demoralized workforce that performs sub-optimally. Even though it is something that is always around, happening every moment somewhere in an organization, few people seem to take note of it proactively.

DACG helps clients manage change proactively. We identify changes that are to occur and set down a comprehensive communication strategy. We train the workforce on issues ranging from what the change means, why it is necessary, how to cope with it and so on.

We facilitate workshops, change forums, feedback groups, portals that set out clear cut communication so that every one can refer to one single repository of information rather than learn things at the coffee or water dispenser or rumor mill. Rumors like jam, get thicker when spread and so we believe that successful companies are those that handle change communication and management well.

Our Momentum methodology is a dynamic and effective approach for facilitating business change. We can also help you manage change through our change management services.

Strategy and Planning: Complex business change must be well planned and managed, and must be consistant with the goals of the business. The objective is to clearly understand and plan for the impact on the business and individuals. Develop strategies to support involvement in the change process and to execute the transition process successfully.

Communications: Essentially, the planning and delivery of key messages to all relevant stakeholders, and if necessary the organisation at large. The goals of an effective communications effort are to build the case for change, manage expectations, distribute as well as collect information, manage resistance, and generate ownership and commitment for the change.

Change Leadership: Involves building the capacity within the organisation to lead and facilitate change. The skills to 'lead change' may differ from those to manage business as usual.

Human Systems: The management of change relating to individuals within the organisation. Aligning the organisation's HR systems with the change is an important part of tracking towards acceptance and adoption of new or changed systems and processes.

Knowledge Management: Developing the infrastructure and culture that promotes innovation and continuous learning through the capture and sharing of information.

Organisation Design: Aligning the organisational structure with the strategic objectives of the change being implemented. This is to ensure that the business is correctly positioned to realise the benefits of the change programme.

Performance Support: Development of an education strategy that combines the most effective adult learning methods with a well-coordinated curriculum. Our approach to performance support focuses on providing target staff with the knowledge, skills and support resources to enable them to fulfil their roles within the future business environment.

Project Management: By addressing the management and quality assurance aspects of the change management effort, we ensure our work is completed on time and on budget, and achieves the necessary buy-in from key stakeholders.