Change Management Consulting


Most change management systems get stuck with a lack of milestones and objectives. Beat the odds with our tested processes for change management.

Trusted by the world's leading brands

Change Management Consulting

Manage change, maintain business continuity, and deliver predictable results

We help leadership teams define the different approaches to achieving goals while considering real-time constraints. We provide training and education, and our fast implementations give your teams the technology and chance to start creating change immediately.


Over the years we have helped brands like Steinway & Sons and American Geophysical Union (AGU) to beat the odds in change management resulting in slashed production times, decreased costs, and growth. Our change management consulting approach incorporates the latest insights to unlock your organization's transformation's true potential.

Change Management Consulting

Trusted by the world's leading brands

"Icreon has been instrumental in our digital transformation; their team has assisted us to move away from paper-based paraphernalia to a modern, digitally-mature culture."Mike Benyo, CIO of the New York Road Runners Association (NYRR)

Featured Success Story: Steinway & Sons
Building A Winning Change Management Roadmap & Strategy

German American piano company Steinway & Sons was seeking a next-gen change management roadmap and strategy to create truly cohesive digital experiences. Icreon worked with Steinway to identify the scopes of potential conflict, addressing the needs of the business, and most importantly, bridge the gap between the stakeholders and those impacted by change. A unified digital experience was created, and it bridged the gaps in the customer journey to enable digital growth for the organization.

Read the full case study here


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FAQs Around Change Management Consulting

  • What is change management?

    By definition, change management is the process of planning and implementing changes in an organization. It involves combining people, processes, technology, and methods to successfully implement change initiatives. Change management aims to ensure that the people affected by a change have the knowledge, skills, and ability to adopt the new processes or systems.
  • What is organizational change management?

    Organizational change management, or OCM, is the process of managing change within an organization. Organizational change management aims to help individuals and groups adapt to new ways of working. This includes both the ability to inspire others through vision and communication, as well as being able to motivate people towards action. Change leadership is also known as "transformational leadership," which refers to the ability of leaders at all levels of an organization to inspire their people towards greater levels of performance.

    Organizational change management helps organizations understand how employees will react to change so they can address any concerns before they become problems. It also involves helping employees learn new ways of working so they can adapt to change more quickly and easily.
  • What is the change management process?

    A change management process is a set of activities, methods, and tools used to plan, implement, and control changes to an organization's products, services, or internal processes.

    Change management is a continuous effort to ensure that change is managed correctly throughout the organization. It involves preparing for changes before they occur and managing the effects of changes as they happen. Change management can be applied to any change: from minor adjustments to significant alterations in products or services.

    Change management is not limited to IT implementations; it also includes other types of projects such as marketing campaigns or new product launches.

    A typical change management process includes:

    This step involves planning the change, including when, how, and where it will happen. Planning also involves identifying all stakeholders who will be affected by the change and identifying potential risks associated with the change.

    The implementation phase involves implementing the plan and ensuring that all stakeholders understand what’s going on. During this phase, you should also collect feedback on how well your plan is working and make any necessary adjustments as needed.

    Evaluation is an integral part of any change effort because it allows you to assess whether or not your efforts were successful. If they weren’t successful, then you can analyze what went wrong and fix them before beginning another change effort.
  • What are the five steps of change management?

    Change management is a process of managing change in an organization. It can be used to manage any change, but is often used to refer to changes related to technology and software.

    The five steps of change management are:

    1. Planning
    This step includes planning for the change, gathering data and information about the change, determining how the change will affect employees and customers, deciding who needs to be involved in the process, developing action plans, and creating a timeline for implementation.

    2. Communication
    In this step, you create a communication plan to inform all stakeholders about the change at every stage of the process. You also need to develop training materials for those affected by the change, so they know what is expected of them when it happens.

    3. Implementation
    This is when you begin executing the plan by communicating with employees about the changes, setting up training programs or hiring new employees if necessary, and implementing any other changes needed to accommodate the new initiative.

    4. Monitoring
    This step involves monitoring how well your change management efforts have gone thus far, as well as how they will impact your organization moving forward — this may require additional changes down the road!

    5. Evaluation
    Once an organization has implemented a change, it must evaluate how well it worked or didn't work. Was the new process successful? If not, what went wrong? Were there areas where more training or coaching would have helped employees adapt? How can these areas be addressed, so that future changes are more effective?

    After all those changes have been made, it's time to evaluate their impact on productivity levels and customer satisfaction. This step is also crucial because it allows you to tweak your plan if necessary before continuing with any further initiatives in this phase of the change management strategy.
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