“The results and outcomes of workplace changes are intrinsically and inextricably tied to individual employees doing their jobs differently. A perfectly designed process that no one follows produces no improvement in performance. Perfectly defined job roles that are not fulfilled by employees deliver no sustained results. The bridge between a quality solution and benefit realisation is individuals embracing, adopting and using the change.” – Hiatt and Creasey, 2003.
The project’s success in achieving our objectives in the work with partner organisations is tied directly to how well individual employees make their own changes, the organisation and its attitudes, values, processes, practices and goals to enable those changes.
If we fail to apply a change management process in our work with providers, the organisation is more likely to face more resistance both active and passive. There is the risk of productivity plunges, loss of valued employees and morale declines associated with the individual organisation’s history and legacy related to change.
There is a direct correlation between change management effectiveness and meeting objectives. If we are able to increase change management effectiveness in our work alongside providers by providing change management support, mentoring and coaching and applying a structured methodology, we will increase the likelihood that the changes will be more successful. You will realise the benefits of improved outcomes for people living with dementia. The Dementia Partnership Project will utilise a change management process to support partner organisations through the changes with their staff drawing on the work of Prosci, world leaders in change management methodology, research and training. Change Management Process to enable organisations to move from their current to future states.
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