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Change Management

Change Is Inevitable — Managing it Well is Essential to Future Success

Change management has become one of the most critical success factors for any organization in today’s ever-evolving world. It requires a systematic approach to successfully transform organizational goals, core values, processes, and technologies.

MCP’s mission is to help clients successfully implement strategies and methods for effecting change. We also try to help people accept and adapt to changes that will enhance their organization’s mission.



Change Management Pillars

Organizational Change Management Pillars of Success

Beyond navigating the drivers of change, public-sector agencies are seeking new and innovative approaches to implementing large-scale and/or multiagency strategic projects. These types of projects bring new risks and complexities and depend on people adapting and performing in new ways in new environments.

Organizational change management requires a focus on three core pillars that support sustainable and equitable change while also mitigating the risks and complexities. The pillars are:

  • Social Pillar
  • Personal Pillar
  • Structural Pillar

Project management ensures that the implemented solution is designed, developed, and delivered effectively. In contrast, organizational change management ensures that impacted people embrace and leverage the solution associated with the change to achieve intended outcomes and realize desired benefits.

Our Public-Sector Change Management Approach

Our structured approach to public-sector change management includes helpful knowledge, processes, and tools that support social, personal, and structural behaviors and mitigate risk and uncertainty during change initiatives.   

Our approach includes the following iterative processes:

  • Evaluate change impact and organizational readiness for change
  • Formulate change management strategies and plans
  • Manage change execution
  • Ensure sustainability and lifecycle support

These ideas are just a few of the methodologies that MCP deploys to support change management in the public sector, to help organizations adapt to a rapidly changing and demanding operational environment. Our approach to change management is scalable and tailorable to meet to meet the needs of every project and to ensure that your organization and its personnel realize the envisioned outcomes and benefits.

Change Management Approach

Expertise Across the Change Management Lifecycle

Change Leadership

Organizational Readiness and Impact Assessments

Transformation Strategies and Executive Sponsorship

Executing the Change Management Lifecycle

Developing Effective Change Management Networks

Change Management Skills Development for Human Resources

Managing Resistance and Dysfunction during Change

Organizational Excellence as a Driver for Change

Insights and Client Success

Operational Change Management Depends Largely on Organizational Culture

Blog: Operational Change Management Depends Largely on Organizational Culture

People generally are reticent to change and will do almost anything to avoid it. That’s because change represents the unknown, which is scary. Learn how to:

  • Avoiding Pockets of Resistance
  • Culture—the Invisible Infrastructure of an Organization
  • Avoid the ‘Failing to Communicate’ Fallout
The Difference Between Change Management and Change Leadership In Public Safety Communications

Blog: The Difference Between Change Management and Change Leadership In Public Safety Communications

In this post, we examine the difference between change management and change leadership, terms that often are used interchangeably, but actually represent two related, but quite different, concepts. Understanding the difference will make effecting change easier and far less painful.

Organizational Change Management in the Public Sector

Whitepaper: Organizational Change Management in the Public Sector

This whitepaper discusses the importance of deploying organizational change management as a program and project enabler, as well as the importance of dealing with people in such initiatives.

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