We support your organization through transitions with proven strategies to minimize disruption and maximize adoption.
Our Approach
When entering a new organization, our Change Management consultant will begin with an intensive discovery period focused on three critical dimensions:
- Project strategy and plan
- Project benefits realization
- Organizational change readiness and capabilities
The Change Manager’s approach will be strategic, collaborative, and tailored to the organization’s unique needs.
The Change Manager will take care to observe team dynamics and working styles before suggesting any process changes, recognizing that successful change management requires both organizational insight and technical expertise.
The Change Manager will work to establish clear lines of communication, setting expectations for status updates, escalation procedures, and decision-making protocols; rather than imposing a rigid methodology immediately, the Change Manager will adapt their approach to match the organization’s maturity level and specific needs, introducing more sophisticated change management practices incrementally as the team develops.
Our Methodology
Phase 1 - Discovery
Our change management consultants follow a systematic methodology to integrate with an organization’s existing change management framework (if a framework exists).
If no change framework exists, the Change Manager will bring a standard Matador Consulting methodology to the engagement, which is strongly based on the PROSCI methodology.
In the first phase of activity, the Change Manager will:
- Organize deep-dive sessions with key stakeholders to understand business objectives, current project plans, team capabilities and immediate pain points to create a comprehensive picture of the current state.
- Conduct a comprehensive review of the organization’s established methodologies, templates, governance structures, and reporting requirements, including studying the organization’s project and change lifecycle phases, gate review processes, and documentation standards to ensure seamless alignment with existing practices.
- Identify key influencers and decision-makers, building strong relationships to secure sponsorship and buy-in.
- Perform a rapid assessment of their assigned projects, evaluating their health, risk factors, and alignment with business objectives.
- Identify the organization’s goals, challenges, and readiness for change, including reviewing existing processes, cultural dynamics, and historical change efforts to gain a comprehensive understanding of the organization’s landscape.
- Schedule detailed orientation sessions with change leadership to understand specific expectations around methodology application, including critical success factors, common pitfalls, and any recent updates to processes.
By facilitating workshops, meetings, and open forums, the Change Manager will create opportunities for transparent communication and increased organizational alignment.
Phase 2 - Initial Execution
During the second phase, the Change Manager will:
- Initiate stakeholder mapping exercises to identify key decision-makers, team members, and dependencies while establishing rapport with cross-functional teams.
- Create a change management strategy and plan that explicitly maps to the organization’s change management methodology, including adopting standard change artifacts such as stakeholder analysis, change schedules, learning needs assessments, status reports, and risk registers that match change framework templates.
- Establish change governance mechanisms that mirror the change framework’s oversight requirements, including steering committee structures, stakeholder communication plans, and training plans.
Phase 3 - Ongoing Execution and Continuous Improvement
The third phase of the methodology involves the Change Manager:
- Developing tailored change management artifacts, including actionable plans for communication, training, and go-live support, with measurable milestones to track progress.
- Maintaining detailed documentation that follows change framework conventions, facilitating easy integration with the organization’s change management systems and enabling effective knowledge transfer.
By actively leading change efforts on projects within the organization’s change management framework, and providing feedback on methodology effectiveness through designated channels, the Change Manager will contribute to continuous improvement while respecting the existing framework.