C4C Ch 8 Accompanying implementation

The initial stage of the change process where the consultant engages with the client and builds a relationship.

The stage where the consultant gains deep understanding of the client's system, including their challenges and goals.

The stage where the consultant helps the client develop a plan to implement change, including strategies, timelines and resources.

The stage where the consultant actively supports the client in putting the plan into action, providing guidance and coaching.

The stage where the consultant inspires and motivates the client system to embrace change, creating a vision for the future.

The process of helping clients change, involving various stages from engagement to implementation.

The individual or team responsible for guiding and supporting the client through the change process.

The stage where the client system actually puts the change plan into action, making the necessary adjustments and adapting to the new environment.

Continued support and guidance provided to a client organization after the initial consulting phase.

Individuals within an organization who need help adapting to the changes brought about by the consultation process.

Mentoring, coaching, and training provided to individuals within a client organization to help them navigate the change process.

The process of helping individuals transition from their existing to new ways of thinking and working.

Providing assistance to a client organization to ensure the successful integration of implemented changes.

The act of a consultant properly ending their involvement with a client organization after successful implementation.

A consultant's commitment to providing ongoing support to a client organization during the implementation of change, even when the initial excitement has faded.

The tendency of organizations to resist change and maintain the status quo. This can slow down or hinder the implementation of new ideas or strategies.

The period of time after initial planning where the consultant actively supports the client in implementing the change plan. It involves providing guidance, coaching, and addressing challenges that arise during implementation.

A process of providing guidance, support, and encouragement to individuals or teams involved in change. It helps individuals identify their strengths and weaknesses, develop new skills, and overcome challenges.

Key individuals or groups within an organization who are responsible for leading and managing the change process. They provide direction, motivation, and support to others.

The ability to influence and manage the culture of an organization. This involves shaping the beliefs, values, and behaviors of individuals and groups.

The process of adapting to change and adopting new ways of working, relating, and behaving. This can involve learning new skills, adopting new technologies, or changing work practices.

The process of identifying and addressing obstacles that could hinder the successful implementation of change. These obstacles can be internal (within the organization) or external (from the surrounding environment).

The process of assessing the effectiveness of a consulting project by analyzing the impact of changes made.

A responsibility of consultants to ensure that they become 'progressively unnecessary' as the client takes ownership of the change process.

A crucial part of the consultancy evaluation process, focusing on the lasting positive changes brought about by the project.

A group of individuals representing various aspects of the organization, meeting regularly to monitor the progress of change initiatives.

A systematic process of evaluating changes to ensure that they are effective and impactful.

A range of methods used to gather feedback and insights on the progress of change implementation.

The principle that consultancy evaluation should be straightforward and easy to conduct to ensure its practical application.

Evaluating whether the planned changes are being implemented effectively and achieving the desired outcomes.

Powerful questions that encourage self-reflection and facilitate change. They challenge existing assumptions and encourage a fresh perspective.

Identifying and discussing obstacles that hinder the implementation of change. This helps discover solutions and address underlying issues.

Understanding whether the current priorities and goals remain relevant in the context of change. This ensures focus remains on the most important aspects.

A structured set of questions used to guide reflection and analysis during the monitoring phase. These questions help uncover insights and drive effective decision-making.

Regularly evaluating the progress of change against the initial workplan. This helps identify deviations and adjust strategies to stay on course.

A process that allows for a periodic review and analysis of the ongoing change journey. This helps ensure the change is successful and sustainable.

The act of learning and adapting from experiences encountered during the change process. This helps to refine strategies and improve future implementation.

The situation where a client becomes overly reliant on a consultant, potentially hindering their own growth and problem-solving abilities.

The gradual erosion of a consultant's objectivity and critical perspective as they become too familiar with the client's situation.

A structured process of reflecting on and documenting personal learnings from each consultancy project, fostering consultant self-development.

A common feeling of mixed emotions experienced by consultants upon completing a project, involving both satisfaction and a sense of loss.

The emotional cost associated with leaving a client relationship after a successful consultancy, particularly when strong personal bonds have formed.

The formal process used by INTRAC to evaluate the performance and impact of their consultancy projects, involving a two-phase approach.

The second stage of INTRAC's consultancy evaluation process, conducted six months after the project's completion, to assess the long-term impact and potential for future collaboration.