ICOR guides the practice of managing change with 10 key principles: 1. Creating an open, honest atmosphere; 2. Managing for results by using goal-based project management and metrics; 3. Establishing clear roles and objectives; 4. Involving those impacted by the change in creating the solution; 5. Facilitating dialogue between stakeholders and customers; 6. Communicating the program’s vision across all levels of the organization; 7. Ensuring commitment and support from leadership; 8. Training staff on the new business processes to minimize performance fears; 9. Rewarding and recognizing people for behavior that supports the change program; and 10. Transferring knowledge to build the foundation for sustained success.

Change management is - simply put - the process of aligning people and culture with changes in strategy, process, technology, and organizational structure. Whether across an enterprise or a program area, change is impacted by the organization’s culture and its ability to adapt to the change. People, therefore, - not organizations - are the true recipients of change, and ultimately make or break a change program. ICOR works with client organizations to advance their missions through change programs by successfully dealing with the broad range of human behavior required to develop and sustain organizational effectiveness, efficiency, and financial value. We approach this challenge with the notion that people either fear, resist, comply with, or commit to change. An organization can achieve change either by implementing that change around its people and then forcing them to react to (or comply with) it; or, ideally, an organization can achieve change by getting people aligned with the new program and championing the change by generating support for the change in advance. ICOR believes the latter – Commitment – is how our clients achieve successful transformational change in their environments and reap the lasting organizational and cultural benefits from it. Our OCM consultants apply best practices such as benefits realization and maturity models to link key and supporting benefits to the change agenda in order to build sustainable buy-in, understanding, and commitment. Our Organizational Change Management services include:

• Change Visioning. Understanding the structure, stakeholders, organization, leadership, culture, processes, and technology to set the change agenda.
• Change Strategy. Designing and planning strategic organizational change programs, from strategy, process, technology, organizational, and individual perspectives.
• Change Navigation. Applying a systematic approach to building organizational commitment through the various stages of our OCM Maturity Model.