Delta Partners Management Consultants
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Our Change Management Model


Our approach to Change Management maintains a balance between the technical tools and techniques of data collection and analysis and the experiential facilitation of stakeholder engagement and commitment. We balance the art and science of Change Management while encouraging innovation by approaching your organization’s situation from a holistic perspective.

The diagram below depicts the iterative approach to change management that we follow, in a sequence of steps from 1 to 10.




Step 1:  The consultants will familiarize themselves with the Organization, its history and culture, and the scope of the planned change.  This will involve a review of documentation and interviews with key informants, particularly those familiar with the change project and its anticipated impact.

Step 2:  The consultants will work with the implementation team to develop and deliver a communications package, informing all employees of the rationale, details of the change, and the implementation plan.  If this has already been communicated, this step will consist of an update on previous communications, including an explanation of the change management approach and any transition support measures that will be available.

Step 3:  The consultants will assess the perceived impact of the change and potential barriers to a smooth transition.  This step may include a formal or informal transition readiness assessment if that has not already been done and it is warranted by the scope of the change and the risks involved. The assessment will involve an employee consultation using a combination of on-line survey, focus groups, and/or interviews. (Our transition readiness asssessment is based on Bridges, Managing Transitions, 2003.)

Step 4:  Based on the results of Step 3, the consultants will design and facilitate an employee engagement workshop in which employee groups (preferably natural work teams) will address the barriers to transition from the perspective of what they can do to contribute to a successful implementation and what training and other supports they need to accomplish this.

Note: It may be possible to save some  time and effort by combining the direct employee contact elements of steps 3 and 4 in a single facilitated workshop (with each work team) in which they would assess the barriers to transition and identify their own contribution to the solution.

Step 5:  The consultants will produce a report of the engagement workshops and work with the implementation team to make reasonable adjustments to the implementation plan and transition support measures, including training needs.

Step 6: The consultants will work with the implementation team to develop and deliver a follow-up communications package, reaffirming the necessity of the change, and informing all employees of any adjustments to the implementation plan resulting from their feedback.

The first iteration of the change management process ends with Step 6.


Steps 7 – 10:  The second iteration (steps 7 to 10) consists of a diminished (in scope) repetition of the first iteration, targeting any remaining ‘problem’ issues and work groups.   This may be carried out entirely by in-house personnel, with little or no involvement of the consultants.  To ensure that the client has this in-house capacity to carry on, our consultants would work closely with a designated HR person during the first iteration in order to transfer the necessary capabilities.

The timing of the two iterations depends upon the timing and duration of the implementation period.  Assuming that the main change implementation occurs fairly quickly, we would suggest conducting "Iteration One" prior to implementation and "Iteration Two" post-implementation - bearing in mind that the change may occur quite quickly, but the transition (psychological and behavioural adjustment) of employees to the new situation may be prolonged.


To help you begin your own successful journey in managing organizational change we have created a condensed and readable workbook that you can work through on your own to help you understand change, how it impacts you personally and how it impacts those around you. 


Managing change ebook cover-280x230Download a copy of our eBook:

Managing Change: a workbook for personal
and organizational change.