What is the Changefirst change management methodology?

Changefirst's change management methodology is called People-Centred Implementation (PCI^®).

People-Centred Implementation is a response to the accusation that most change management strategies are not people-centred, and people are one of the main agonies associated with changes within an organisation.

By focusing on the people in an organisation who will be responsible for the ultimate success of a change initiative, management can create greater buy-in and ultimately better results.

People need to feel that the changes within an organisation will be beneficial to them and worth the short-term sacrifices that will be asked of them in order to create better long-term results. In essence, selling them on the positive results of the change.

There are six critical success factors to focus on in order to successfully implement PCI, which are as follows:

1. Effective Leadership: Employees need to feel confident in their leadership and the veracity of the information they receive from them.
2. Powerful Engagement Processes: People need to feel a strong tie to the organisation and leadership, which can involve rewards, recognition and investments in learning.
3. Committed Local Sponsors: It is important to have leaders on the local level who can foster strong ties to employees and be role models for them.
4. Strong Personal Connection: Leadership needs to stress the viability and positive aspects of the change.
5. Sustained Personal Performance: A strong financial future for employees and the company should be highlighted during the change, as well as the need for tolerance during the developmental learning curve.
6. Shared Change Purpose: The change should be visible and important to all employees so that each person has a shared vision of what a successful future will look like.

People-Centred Implementation bridges the gap between the people and projects in an organisation, especially during times of turbulence and change.