• LEADERSHIP (WHY): responsible for identifying the need for change and the extent of disruption or evolution. Leaders need to be prepared to drive the change.
• PLANNING (WHAT): a new ambition demands the right resources and coordinated activities to deliver the results.
• CHANGE MANAGEMENT (HOW): generating the co-creation movement that connects aspirations to reality, respecting culture and individuals.

Therefore, in the delivery of our projects, we focus strongly on the HOW element, but we also maintain the connection and ensure the delivery of the other pillars also. Our equation to achieve this connection is respect, cooperation, consistency and ability to adjust to reality.

• Leadership aligned and prepared to drive the movement, with clarity of the status quo, where the company wants to be and the gaps to achieve it.
• Coherence among the decisions taken during the process considering the change objective, the business strategy and results the company wants to achieve.
• Increased engagement and buy-in with a common goal, resulting in lower levels of turnover (usually high during large transformations).
• Development of skills/capabilities within the organization which make professionals more prepared to successfully carry out the change process and also to act in their new roles after the transformation.
• New ways of working, processes and managements systems aligned with the culture
• Brand equity/external image of the company maintained through a careful plan for clients, customers, suppliers, partners, investors, and media.

Advancing only when the company is ready to.

Change Management has been present in Integration’s DNA since its foundation. It is part of our mission to ensure organizational transformation and leave a positive heritage with our clients.

No matter whether you work with us on a ‘Change Management’ project or a ‘Strategy’ Project, throughout our work we focus on building recommendations and solutions which are truly implementable. This means listening closely to everyone from leadership to the factory floor, understanding stakeholder conflicts, understanding culture and values, building collaboratively the solutions and communicating with everyone impacted. It is simply our way of doing consulting and all our consultants exhibit these attributes from Day 0 of any project.

Thus, Integration has a very well-rounded experience in Change Management, applying this methodology to projects of different natures and sectors. Our main differential, being a strategy consulting firm, is to always connect the human aspect with the business. Our goal in the end is to achieve the strategic objectives through people.

In Integration’s tried and tested methodology, we always consider 6 aspects:

1 2 3 have clarity of the need for change prepare champions adapt ways of working 4 ensure competences and retain talent measure and adjust 5 communicate and engage change management 

6 

1. We start with building an understanding of the need for change and how this transformation connects with the business strategy, as well as how it impacts people.
2. During the champions preparation, in addition to applying human science methodologies, technical and non-technical skills are developed in order to support all the professionals who are to drive this transformation (the HR area, workstream leaders, internal clients, change leads etc.).
3. To ensure consistency along the transformation process, some ways of working must be adapted. We guarantee that culture, informal mechanisms, organizational model, R&Rs, remuneration and incentives are aligned with the new reality of the company.
4. Considering these changes, new competencies will be probably required. Then it is necessary to have this clarity, as well as map key talents, implement retention plans and ensure training for professionals.
5. The success of all this transformation is only possible if you keep professionals aligned with a common objective, so they can contribute with the change. It requires a two-way communication, listening to the organization, as well as engagement actions during the process.
6. It is essential to monitor the results during the transformation and make the necessary adjustments in order to guarantee the results expected.