New report shows that using a structured change methodology can double commitment to organizational change Wednesday 29 October 2014 PDF Print The report is the first of its kind giving real data to support change implementation tactics. Today Changefirst has released a new research report that is based on the company’s extensive change implementation database. The report shows that using a structured people-change methodology can double commitment to organizational change. Changefirst have been helping many of the world’s leading organizations to build the capabilities to implement change successfully for nearly 20 years. In 2006 Changefirst started providing a set of ten change tools online to clients and this allowed them to build banks of data about change projects. This research series is based on this data, which includes 400,000 data points and more than 26,000 respondents. Audra Proctor, author of the report series and Director of Learning and Development at Changefirst says: “The database has allowed us to identify what makes change projects successful and what the common change risks are. The report is the first of its kind giving real data to support change implementation tactics.” The first part of the Changefirst The Power of Data-report series is called 'Understanding Change Legacy and Tracking Risks' and it looks specifically at the data from two change implementation tools; the Initial Legacy Assessment and Initiative Risk Assessment. The Initial Legacy Assessment takes a historical performance check against 6 critical success factors for effective change implementation. It provides early diagnosis and allows organizations to baseline people risks to implementation at the start of change projects. Making change implementation legacy insights a part of early risk assessment and planning can enhance people’s receptiveness and early energy for new change projects. Focusing on specific actions to anticipate and address past problems can improve commitment levels significantly. The Initiative Risk Assessment allows for mid-point measures to be taken across the change lifecycle, and new barriers and breakthroughs to be identified and compared against the baseline. As change plans are communicated, tested and executed, new risks will emerge to threaten early commitment. The only way to keep on top of these risks is through regular tracking. The report concludes that the use of a structured change methodology can actually double commitment and halve acceptance, and offers 5 areas of focus to increase commitment. Part 1 of the report series can be downloaded here. About Changefirst Changefirst has been helping people and organizations implement change successfully since 1995 and has trained over 15,000 people in 45 countries globally. Our proven change management methodology People-Centred Implementation (PCI®) enables organizations, consultancies and individual change managers to deliver change more effectively by engaging people inside of their organization. Our PCI methodology is delivered through our hosted application - e-change® - as well as a range of face-to-face and online workshops and coaching services. For more information: Hanna Greenfield, Marketing Manager, Changefirst firstname.lastname@example.org +44 (0)1444 450777 This press release was distributed by ResponseSource Press Release Wire on behalf of Changefirst in the following categories: Business & Finance, Medical & Pharmaceutical, Transport & Logistics, for more information visit http://pressreleasewire.responsesource.com/about.