Expertise transfer (Secondment) enables organisations to gain access, on a short time basis, of an expert resource able to not only guide them through the change initiative, but also to help them to embed knowledge and expertise within the organisational change community.
CITI change consultants are a source of independent change expertise (based on IP developed over the last 25 years in project, programme and portfolio and change management).
They adapt the approach to match the culture and situation, leading to the embedding of the changed behaviours and performance that were the basis of the change initiative.
Expertise transfer engagements are short interventions that speed up the adoption of change and to provide the skills necessary to plan, implement and successfully embed change.
Why is it worthwhile?
It has been found that there is no adequate substitute for experience in many fields of endeavour – and for directed change – change brought about through projects and programmes – this is especially true.
Expertise transfer has been found to be the most efficient way for organisations to gain a form of accelerated experience – access to an expert able to guide them through the change initiative and to embed capability within the organisational change community.
What will you experience
CITI will place a change consultant into the client organisation to bring independent change expertise based on our IP developed over the last 25 years in project, programme and portfolio and change management.
Our experts work closely with you to make the change initiatives safe and simple. We look to place a consultant within the client for short periods to help them with processes, tools and to provide benchmarked guidance and advice to accelerate the adoption process.
We will adapt our approach to match the organisational culture and situation, leading to the effective embedding of the changed behaviours and performance that were the basis of the change initiative.
How you might start
When the benefit case that sits behind the change initiative is not regarded as compelling, where there are pockets of resistance blocking the behavioural and performance changes that underpin he benefit case, and when the change plan is stalled – call CITI – these are all common launch pads for our services.
When organisations are undertaking directed change initiatives they are faced with some common threads of challenges and barriers. These organisational challenges may include, for example, the benefit case behind the change initiative is not regarded as compelling, or pockets of resistance blocking the behavioural and performance changes that underpin the benefit case, or the change plan’s rate of progress does not match the organisation’s or stakeholders’ needs and expectations. CITI is helping organisations to overcome these common issues and make change initiatives simple and safe.
Our approach to business case studies would typically involve the use of the following tools and models:
