Organisational change management

With the help of Kristal Oak’s organisational change management services, you can benefit from the smooth transition of your business to a desired future state, that enables a competitive advantage, or the delivery of public sector targets.  Enjoy a transition where your business responds to new demands while continuing to function effectively throughout the change.


“change is inevitable”



In order to survive the changing competitive, political, economic, social and technological environment, organisations are having to review their internal resources, capabilities, culture, structure and systems that support the way they do business.  Organisational change can include major changes:

• what drives the organisation
• the relationships of internal business units
• the ways of working
• organisational culture

Change management enables the successful transition to a desired future state, through the effective management of people matters and the appropriate adoption of processes and technology to realise the organisation’s new strategic vision.

The transition involves making the case for change, creating and communicating a shared high-level strategic vision and scope, achieving key stakeholder buy-in and the adoption of a culture that embraces and reinforces the new practices and behaviours.

How we can help

Kristal Oak provides strategic management, training and implementation management services for organisational change management.

At Kristal Oak, we consider the environment and the organisation’s internal resources, capabilities, culture, structure and systems as factors in the organisational design and planning stages to identify what is driving the change of the organisation.  We also consider how the change relates to the organisation’s internal operations and determine the ways of working (including technologies), and culture required to support the transformed business.

“things do not change, we do”

In addition to addressing the people elements of change, to achieve performance improvement, we also consider the reshaping of business processes, structures, management systems and application of technology.

A key activity in the development and implementation of a successful organisational change programme, is early stakeholder engagement and buy-in to the organisation’s new strategic vision prior to the organisational design of the business case.  Through key stakeholder engagement we gain a clear understanding of the business and perform a 'Change Impact Assessment' and a 'Change Readiness Audit'.  During the organisational design and planning stages, we address the identified gaps between the two assessments to help prepare a robust business case, to deliver the identified business benefits.  In addition to business case development our strategic services cover:

• corporate strategy and policy development
• business policy development and implementation
• regulatory advice
• human resources policy and strategy development

The ‘GAP’ analysis also identifies areas where training is required to help implement that change and sustain the required performance levels.  Kristal Oak have experienced trainers that can work with internal training teams to develop and deliver the required courses, to provide managers and workers with the necessary competencies.

We understand change and why people resist change.  Through people involvement and the visibility of 'Change Champions', (i.e. high profile leaders and supporters of the change in the organisation) we allow stakeholders and their people an opportunity to raise and resolve concerns and input into shaping the change process in order to:

• gain commitment to, and engagement with, the high-level strategic vision and the need for change
• enable a business led change process where the people take ownership for their change
• raise morale
• identify the key skills and appropriate resources for the new state
• prepare roles and responsibilities identified for the new state
• enable a smooth transition from old to new state with minimum disruption
• deliver a motivated workforce
• establish effective working teams
• deliver the required business improvements and long-term benefits

Although the future state is defined, we appreciate that there needs to be a degree of flexibility on how to get there.

“manage your stakeholders and you influence change”

Once all key stakeholders are engaged in the process, their expectations are managed.  We do this through stakeholder management, where the idea is to encourage stakeholder engagement, acceptance, adoption and ownership of their business change.  Stakeholder management is an iterative process that requires ongoing commitment from all levels of the organisation.