Brightman positions itself as the vital linkage between these groups, managing and maintain continuous engagement, reinforcing common understanding and agreement, and ensuring that collaboration and communication is ongoing throughout the change. This role cannot be mistaken for Project Management, this is something very different.

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Without this linkage, these groups can easily become disconnected.  Organisations will fail to get a solution that meets their vision or needs, and the end users don't see the purpose and benefit of the change seemingly being imposed upon them. This leads to confusion, change resistance, and the potential loss or reduction in senior sponsorship. Ultimately, this creates difficulty maintaining change traction, causes potential commercial issues, and most importantly, any eventual changes don't stick within the organisation or deliver the expected benefits.

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Brightman's alignment and positioning maintains coordination and collaboration.  We ensure everyone is getting what they want or expect, they understand the expected activities and their responsibilities in support of the change, and that all parties work together to resolve challenges and ultimately realise the benefits by achieving the desired outcomes.

 

Through years of experience involved in complex change and transformation programmes, Brightman have designed a set of tools and techniques which support successful change management. These tools help to define the change, deliver the change, and then ensure it endures within the organisation.