Change Management

For a change project to be truly successful, you need to have buy-in from the people making the change. How do you know if you’ve really captured the hearts and minds of those who will determine success or failure? How do you know if everyone understands the project, the process, and the goals in the same way?

You can ask. Perhaps you hold “town hall” meetings to communicate the changes and gauge the level of understanding and buy-in. But people don’t always do what they say they’ll do, they don’t always say what they mean, and sometimes they don’t even know what they really feel.

The Projective Differential gets below the surface, to uncover the deeper, implicit attitudes and perceptions that affect people’s behavior. By understanding what’s going on below the surface, you can take better predict where you’re going to have problems with people, and know where you may have silent allies. Knowing how people are seeing things at a deeper level, you can make adjustments and take action before those unconscious attitudes start creating problems.

The PD can be used to improve planning and implementation of change projects ranging from small-scale departmental reorganizations to the merging of two large organizations with distinct cultures.

• assess readiness for change
• determine the degree of “buy-in” for a particular plan
• uncover areas of resistance
• reveal silent allies
• pre/mid/post assessment/check-up