Change management

Our change management services include, but are not limited to, the following:

End-to-end, people-centric change strategy and change adoption for large and complex programs, or novel technologies and methodologies

• Large and/or complex transformations: Programs impacting large number of employees; multiple countries, departments, and/or cultures; external partners, vendors, and contractors; external stakeholders, including customers, suppliers, government, citizens, etc.
• Novel technologies/methodologies: Projects with increased adoption risks, such as artificial intelligence, robotic process automation, cloud migration, agile development, new work, data-driven business model implementation, ESG, and new compliance requirements.

Culture and people integration roadmap and execution for M&A or managed services

• Mergers and acquisitions: Bringing people and teams together in a unified, high-performing culture post-M&A
• Transitioning to managed services: Facilitating the successful integration of transitioning employees and managing the roles, responsibilities, and expectations of remaining employees

Work design and talent management roadmap and change adoption

Enabling the future of work, nurturing a culture of belonging, and fostering long-term employee retention

Change accelerators

Increasing your capacity for change and transformation through:

• Change foundation and initiation to link your vision and change adoption with the project implementation from day 1
• Culture blueprint to assess your organization’s culture and develop a culture change roadmap
• Change Management Office to build change management capabilities and facilitate change adoption across a portfolio pf change initiatives   
• Governance and collaboration to foster transparency among program and project teams to reduce efficiency loses and improve results.
• Post-change adoption assessment to help gauge your change adoption, utilization, and proficiency, as well as chart corrective actions, if necessary

These services are underpinned by an iterative, people-centric framework that aligns with all major change management frameworks:​ ​

Our 300+ change management consultants apply their global expertise and local cultural understanding to help you achieve true business value through people-centric transformation. We bring following advantages:

• Insights derived from nearly five decades of experience across a wide range of industries
• Client proximity, providing local accountability backed by extensive global cultural experience and resources
• Accreditations from all premium certification providers, including Prosci, PCI, CCMP, HIS, etc., and continuous learning for all of our consultants
• Corporate member of the Association of Change Management Professionals (ACMP) to ensure clients benefit from the highest professional standards, proven best practices, as well as access to global thought leaders and a global change management community to help them drive innovative thought leadership and strategic change management initiatives.
• Flexible engagements that meet you where you are—whether you need to refresh your current approach or build an enterprise-wide strategy and capabilities.

What you can expect

• Purposeful vision: Communicate your vision with stakeholders openly, comprehensibly, and frequently
• Change leadership: Lead empathetically through active listening, empowerment, role modeling, and influence
• Sound strategy and alignment: Assess your organization’s culture, impact chains, and human-centered risks holistically
• Iterative implementation: Implement actions, tactics, and hacks iteratively and adjust, as necessary, at pace
• Qualitative and quantitative metrics: Measure accurately and consistently

Cases in point

Helping a leading telecommunications firm increase agility, time-to-market, and customer satisfaction

• Accelerated change/transformation initiatives and software development with higher quality and faster time-to-market
• Provided CGI agile and change management consultants throughout the transformation and the implementation of best practices
• Coached employees in new agile roles and in communication and change management

Partnering with a large pharmaceutical firm to build a new business strategy and reorganization plan

• Defined new business strategy within a restructuring context, taking into account significant social impact
• Established new organizational structure aligned with social priorities and initiatives, along with new operational models and processes
• Developed the foundation of a new corporate culture and implement a related change strategy

Change management drives the success of an insurer’s Personal Information Protection (PIP) program 

• Provided strategic guidance to executives and program leads in defining the vision, formulating key messages, and adjusting solutions delivered to ensure coherent and harmonious integration across the organization
• Developed a robust change management and communication strategy that identified dependencies between sectors and projects, defined success factors, and ensured proactive issue and risk management 
• Held strategic change management workshops to educate and align all stakeholders
• Coordinated communications and reusable content, including a centralized portal for project teams, facilitating stakeholder access to all relevant information
• Provided tools for tracking progress, including stakeholder, risk, and impact registers, as well as strategy, communication, and post-implementation support plans

Read the article.

FAQ

What is organizational change management?

Organizational change management (OCM) is a structured approach to preparing, engaging and supporting people throughout a transformation. It aligns strategy, culture, processes and ways of working to encourage change adoption and achieve business objectives.

At CGI, our people-centric approach considers how organizational changes affect employees and teams.

When should change management be integrated into a transformation project?

Change management should begin when the transformation's vision and objectives are being defined, before new technologies or processes are deployed. Starting early helps organizations identify stakeholders, assess the impact on teams, engage leaders and establish measures for tracking adoption.

Change management support continues throughout implementation and after deployment, based on the organization's needs.

What organizational change management consulting services does CGI offer?

CGI helps organizations develop and implement end-to-end change management strategies. Our services include the adoption of new technologies and ways of working, the integration of teams and organizational cultures during mergers and acquisitions, workplace transformation, talent management and the development of organizational change capabilities.

CGI also provides change accelerators tailored to each transformation. Explore our strategic culture and change management solutions.

What are the key steps in CGI's change management approach?

CGI applies an iterative, people-centric framework built around six complementary components:

1. Discovery and diagnosis: assess the organization's current state.
2. Purpose: define the reasons for change and the intended objectives.
3. Vision and leadership: establish a compelling vision and strengthen change leadership.
4. Change strategy and architecture: define the strategies and actions required to support change.
5. Measurement and monitoring: assess progress and achievement of objectives.
6. Transfer and support: support teams and strengthen organizational change capabilities.

Implementation is iterative, with change activities adjusted based on observed results and evolving needs.

How can organizations reduce resistance and change fatigue?

Reducing resistance and change fatigue begins with understanding employees' concerns and how the transformation affects their daily work. CGI emphasizes a clear vision, empathetic leadership, active listening, stakeholder engagement and support tailored to each team's needs.

An iterative approach also allows organizations to adjust change activities based on employee feedback and observed results.

How can organizations measure the success of change management initiatives?

The success of a change management initiative goes beyond deploying a solution. It also depends on employee readiness, adoption of new practices, technology usage and achievement of business objectives.

Relevant measures may include readiness levels, usage of new tools, employee feedback and progress toward expected transformation outcomes. CGI's approach combines qualitative and quantitative measures to monitor progress and adjust activities as needed.

How does CGI support the adoption of new technologies and artificial intelligence?

Adopting new technologies, including artificial intelligence (AI), requires more than a technical deployment. CGI helps organizations understand the impact on roles, processes and ways of working, engage stakeholders and support teams as they adopt new solutions.

This approach is designed to strengthen readiness, build confidence and encourage sustainable technology adoption. Learn how CGI approaches organizational change management for AI adoption.

What is an example of CGI's organizational change management expertise in Canada?

CGI supported a leading Canadian insurer in deploying a personal information protection program. Our work included developing a change management strategy, engaging senior leadership, coordinating communications and implementing progress-tracking tools.

This approach helped the organization adopt new practices and achieve the program's objectives. Explore this Canadian change management case study.