Success Stories

Some organisations are more responsive, more agile, more resilient. They thrive in VUCA environments (Volatile, Uncertainty, Complex, Ambiguous). And they keep thriving in times of crisis. Change is part of their DNA. But none of them got there by chance. Building enterprise-wide change management capability takes structured and intentional efforts. This is a battle that is fought on many different fronts, from developing leadership competencies to establishing robust change sponsorship to streamlining CM processes. The case of Volvo Trucks shows what it really takes. A journey Volvo Trucks and NEXUM embarked on two years ago and that was accelerated by PROSCI’s Strategic Alignment Workshop. Let’s discuss ECM, how to go about it, how Volvo Trucks did it … and what it can do for you. Enterprise Change Management (ECM), in a nutshell ECM makes Change Management the norm. ECM refers to “the systematic deployment of Change ...

The move is having a significant impact on corporate culture, and it is full of human challenges.  In both cases, Awareness and Desire are key components and drivers of the change process. The context, nature of the change and approaches adopted create a fertile ground for Enterprise-wide Change Management (ECM) development.  Executive Summary The process of hybridisation involves the shift to remote working and, in some instances, the creation of a flex office. We have conducted interviews with Otis and ADP to get the big picture and understand how they deal with the change(s). 1. Sponsors can make or break the change, but sponsorship deficiencies are quite common. The case of ADP highlights the role of CM practitioners, not as substitutes to leaders in sponsoring the change, but as enabling forces. While CM experts lack proper authority or proximity to the field, a close working relationship with ...

Prosci Europe's case studies offer practical insights for organisations wishing to make changes that stick. Executive Summary Why should I read? To get a real-life example of what can happen without a structured approach to managing the change. We uncover the difference in outcome between two organisations seeking to deploy the same technological solution to a recurrent and common issue in the personal care service sector. Highlights: In one case, the implementation phase proved much longer than expected. Only half of the staff was or stayed on board. The gulf between the target set and the number of people proficiently using the change kept widening every day. The second case shows adoption and utilisation rates close to 88%. A clear CM plan with actionable strategies delivered expected results on time. For a complete overview of what a successful CM plan looks like, please see Keys to application.  ...

Executive Summary Nexum's case studies offer practical insights for organisations wishing to make changes that stick.   Why should I read? Type of change. Against a backdrop of a corporate merger, this IT-driven change involved the implementation of a new operating model (TOM) whose effectiveness largely depended on mindset shifts. An exciting case study packed with human challenges that teaches a lot about how Change Management can create a fertile ground for adopting new processes, roles and behaviours. What success looks like. In the IT department, where many efforts went into preparing and managing the change, results show a massive difference in terms of adoption and engagement compared to the rest of the organisation. An engagement survey conducted before CM solutions were deployed suggested a modest progression in only 4 out of 11 categories under scrutiny. A second mirror survey carried out at the two-year ...

EXECUTIVE SUMMARY Why should I read? To get an inside look into how important managerial support/coaching is for promoting an environment conducive to change. You will also find a set of good practices that can deliver fast and impactful results, even in the most challenging contexts (overlapping changes or significant resistance). Highlights: - A high-impact transformation (processes, tools, roles, hierarchical structure) whose success depends on the ability of a team challenged by economic restructuring and management turnover to regroup and reengage.  - An action plan that uses managerial empowerment to (re)build a collaborative force and working environment more open to change. - A 3-step approach: (1) Audit and individual interviews, (2) Restitution/confrontation and identification of "quick wins" actions, (3) Facilitation of two workshops: "Team cohesion and alignment with the mission" and "Relationships with stakeholders". - Takeaways: Managerial coaching activities and support helped mitigate resistance ...

Executive Summary Dive into a compelling real-life example that showcases how to drive a large-scale transformation, simultaneously generating quick wins and setting the groundwork for deep-seated, sustainable change. Learn about the different layers of a balanced and holistic CM strategy. This case study provides timely insight into how one large medical organisation is transforming its (infra)structure, processes, and day-to-day operations to become a next-generation entity within its sector.  Highlights: How would you handle a large-scale transformation? This project will impact 4500 people, with more than 150 projects rolled out over five years. The journey begins with no preexisting CM resources. Please keep in mind that this transformation is still ongoing.  NEXUM is building Change Management organisational capabilities from the ground up. We are taking it from ‘ground zero’ all the way up with a comprehensive strategy that focuses on establishing robust internal governance ...