Learn how influencers can help to accelerate adoption to new technologies and organizational change
Is there a best approach to deliver change?
What is the best approach to deliver a successful change process? Change Agents! As you know, implementation of change takes place at the local level. So, if you have the right tool to identify local Change Agents, your project will benefit from this critical element of successful change.
We identify the people who drive change
We analyze what type of people are needed in times of change. OrgMapper provides you with the most influential, capable, best connected employees who are willing to put effort into helping the company achieve its goals. In parallel, we give recommendations for effectively communicating the change process.
Invite the right people at the right time
By inviting the right people at the right time, the change capability of your organization will be maximized. At the same time you can tailor and maximize the impact of internal communications. It results in a change program with shorter time frames and wider adoption of the planned changes.
Powerful insights, clear visualization
You will obtain tangible results which focus on your company’s strengths and
Engage employees in change
OrgMapper provides employees with an opportunity to nominate their colleagues for their change capabilities, so they can help the company achieve its goals. The nomination tool is secure, online, easy and quick to complete.
Focus on strengths
Tailor internal communications
The diagnostics interface has drill-down functions to get to detailed insights. OrgMapper allows you to focus on communication strengths and remove blockages in information flows to be able to better support company-wide change initiatives.
A broad range of business challenges can be
addressed by OrgMapper
Your organization has chosen a bottom-up approach for development and roll-out of its growth strategy. You want to work with your internal experts and involve them in future-shaping workshops, so they can act as multipliers, can help release the developed stories, and can play a key role in accelerating the change.
Behavioral / cultural change
You need to drive cultural change, with non-negotiable behaviors. You are looking for employees who have strong personal trust networks and who can be counted on to help shape your corporate culture in every business area. These highly enagaged and well-connected indivuals are your ambassadors for ongoing cultural change.
New processes / system
You are (re)designing processes and/or introducing new systems and ways of working. You need an internal group of employees with the right capabilities across the company. These experts assist in the detailed roll-out so all employees know exactly what is new, how to do it and how to comply.
You promote ongoing continuous change and you aim to drive change from within the company with limited external expertise. To maximize the change capability of the organization you want to select change agents who can assist with change implementation and getting buy-in at the local level.
You focus on making an impact with employee communications and you are looking for strengths and blockages in information flows to be able to better support company-wide initiatives. You want to identify employees who are acknowledged as opinion leaders and use them to distribute key messages and act as a feedback mechanism.
You have received the employee engagement survey results and are committed to implementing some recommendations. You are keen to find employees who are seen as credible players by their colleagues. They are key to successfully amplify and enhance engagement in every employee segment. You want to make them a comprehensive part of your engagement strategy
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