Human Resource Approach
At Indigo Consulting Group we begin by helping our clients identify their purpose and to clearly define where they are going. Next, we assist them in the development of organized strategies to develop their internal capabilities to deliver and support attainment through efficient work processes and management systems, and rewarding positive results.
We work with clients to address a wide range of their most important human resource issues, both domestically and globally. We have expertise in all areas of human resource consulting, including leadership, management processes, communication, and human capital strategies.
Organizational Systems Aligned For Results
Our approach to managing change is to recognize that companies are composed of sub-systems all interacting with one another.
We have identified the critical organizational sub-systems which – when aligned – enable leadership to transform strategic intent into desired results.
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Adapted from Kast & Rosenzweig, 1985
Managing Change
"Change is the only constant," is a phrase heard over and over again throughout the world. If this is true, why do employees still resist change? Introducing change within an organization - such as restructuring or the introduction of a new reward scheme invariably causes concern to those individuals likely to be affected.
Change is difficult under the best of circumstances, but in an already stressful situation, change can push anxiety to intolerable levels and bring out the worst in people’s behaviors. Therefore, to avoid resistance to the changes being implemented the employees must clearly understand what is going on and have a feeling of control, thus objections will likely be minimized.
We have found that change initiatives proceed much more smoothly if management puts in the time and effort up front to ensure that people understand the change from their perspective. Often times the employees simply need to understand why the change is being made. Employees want to know how the change will affect them personally.
Communication is an ongoing and interdisciplinary effort. Communicating change is not a one-time announcement. Moreover, managers must be committed to seeing the process through to the end, and not get distracted by other change programs.
Change is a process and often requires people to modify their behaviors and routines. The best change communication plans include opportunities for information and idea exchange.
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