A change management consultant brings well-honed processes and tools to work collaboratively with organizational leaders and teams to foster the people-side of organizational change. You know your change management initiative is successful when you achieve desired outcomes, enhance personal resilience and boost performance and productivity.
When you and your organization work with Meg Salter, you can expect to:
- Meet business goals
- Achieve sustained results
- Anticipate and positively respond to a changing environment
- Create a positive organizational culture of meaningful work, responsive processes, more effective teams and transparent communication
Meg’s work in organizational design and change management uses an integrated approach, focusing on both individual and group development. She supports and facilitates an organic approach to change, and brings an ability to quickly develop true partnering and work at multiple scales in the organization.
Meg’s Experience in Change Management Consulting
Her experience includes a full range of functions, from Sales and Marketing, Information Technology, Operations, Human Resources, Customer Service, to Policy Development and Program Management. Meg has
- consulted with senior management and Boards
- facilitated leaders and groups
- led change initiatives such as organization design and strategic planning
Organizational change happens all the time; organizations change size or direction, key players change, regulations shift. Yet up to 75% of all planned change efforts fail, or achieve less than optimum results.
By combining multiple perspectives and weaving together seaming paradoxes, an integral approach to change helps you improve on these odds! This can include; key individuals and diverse groups, subjective skills and objective performance goals, shared culture and structured processes, non-negotiable change core and stakeholder interests, effective planning and responding to emerging change patterns.
In change management efforts, Meg has worked with senior teams and Board, project teams and community groups from 6 – 300 in size in processes that range from one meeting to many months. This can include change architecture, meeting design and facilitation, provision of specific skills and content and behind the scenes leadership coaching. Process focus can include:
- Strategic Planning to clarify the non-negotiable core, the scope, focus and benefits of the intended change, engage stakeholders within the area of focus and develop the implementation plan
- Stakeholder engagement or large group discussion on contentious issues
- Team building including mandate clarification, communication, conflict resolution, accountability and trust building
- Creating joint agreements or alliances
- Interactive training sessions on behavioural or leadership topics
- Board and governance work
Where appropriate, well tested engagement approaches such as Appreciative Inquiry and Open Space Technology can be used to support the people side of change.
Contact Meg to learn more about change management.
Effective organizational design aligns an organization to meet strategic goals. The level of support provided to your organization can be tailored to your situation, from in-depth analysis and re-design, to a facilitated team based approach, to strategic consulting with senior executives.
Meg uses a rigorous, evidence based approach that fosters accountability and trust. Key elements in the design methodology include; clear differentiators for work at different levels of complexity, the right number of layers of management, right grouping of work, well designed roles, transparent role relationships, clear accountabilities and authorities, effective team work. Some organizations also seek research on best practices or structures from comparable organizations.
Depending on the level of support required, an organization design project includes:
- project planning and orientation on organization design principles
- strategy and context review
- individual or group interviews
- work analysis, overview of major structural issues and options for re-design
- full organization structure review to review layers of management, grouping of work and clarity of roles
— Maria Stenstroem, President and CEO, Volkswagen Group Canada Inc.
— Executive Director, Community Mental Health Agency
— Executive Director, International NGO
— Research Manager, Community College
— Executive Director, Social Service Agency