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verb,   to offer talents and skills in order to meet the needs and goals of others.

Organizational Change Management

TPG Observations:

  • Planning is more thorough for systems and processes while less thorough for people.

  • Systems, processes and people are not transformed in synch with each other

  • People always resist change at first; the key is to get most beyond that resistance as soon as possible

  • Organizational change management is not treated as strategic for transformation

  • The assumption/expectation is that new systems and process will provide benefit to the business, but continued resistance of people undermines those benefits

  • Stakeholders and team members are not aligned with leadership on the importance and urgency of transformation

  • Employee productivity dips and remains sub-optimal after system and process deployment

  • Employee morale can be negatively impacted by system and process change

  • Change Management is limited to developing training materials

​TPG brings Experience and Expertise:

  • Use structured conversations to assess and understand change impacts to various parts of organization and use these conversations to develop right sized change program.

  • Identify those opinion leaders within the organization that can align with program and help champion change

  • Ensure highly visible Executive Sponsorship via multiple communication vehicles

  •  Develop and implement a clear communication plan that articulates strategy and reasons for change

  • Drive a culture of Inspiration and enthusiasm demonstrated openly to impacted teams

  • Develop and implement training and documentation used to cross-inform key users and other teams at the appropriate levels of detail

  • Keep abreast of all business changes, including turnover or new projects which impact the program

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