Transitioning organizations from a current- state to a desired future-state is a systematic process that begins with a comprehensive, objective, and validated viewpoint on organizational stability and individual “zones of stability."
Through an analysis of gaps between the current-state and the desired-state, Brooks works with clients to design and implement a plan to address the alignment of expectations and communications strategies through the use of performance metrics, financial forecasts, operating reports, and leadership commitments.
Successful change management foundationally rooted in the Expectations-Capabilities-Motivators model, addresses benefits management and the realization of definable, measurable stakeholder aims. It creates the business case for the achievement of performance outcomes and mission objectives and creates mechanisms for monitoring assumptions, risks, dependencies, costs, returns-on-investment, EBITDA, and associated cultural issues.
Effective change management is a process driven by the most senior levels of an organization through alignment of mission objectives, strategic communications, and initiatives. The process involves reinforcing positive changes in behavior through sustained interventions (management and leadership development training programs) and countering resistance by creating consequences for poor performance and lack of alignment.