Even the best leaders are occasionally frustrated by their inability to change the systems and the behaviours in their organization. They either know exactly what needs to be done but can’t get their people to just do it or are unsure of where to start. While knowing what needs to be done is helpful, convincing others to try those new things and then keep doing them is usually the tricky part.
Does any of this sound familiar to you?
If it does, our organizational change implementation will solve these problems. Permanently.
We’ve worked with hundreds of organizations to overcome their inertia and implement lasting, valuable organizational change. We use proven tactics that combine best practices from psychology and business management to ensure that change not only happens, but also sticks.
Through analysis and strategic planning we uncover and prioritize the foundational systems that need to be upgraded to solve your toughest problems and act on your greatest opportunities. We then work with you and your team to implement those foundational systems until they stick. Once the systems are in place, we act as accountability partners via ongoing strategic planning and advisory services to ensure continual improvement in results.
Deep implementation of the best practices and foundational systems that will help you achieve your goals. We work shoulder-to-shoulder with your team to make organizational change stick in each of the following functional areas:
The questions about our approach and implementation services are as unique as the businesses we deal with. Here are some answers to get you started.
There are hard and soft costs when it comes to implementation.
The hard costs are our project fees and those typically start at $10,000, but that is rarely where they end. We don’t charge by the hour, we charge by the project, and we base our fees on value, not time. We won’t take on work we can’t see delivering at least a 2:1 return on that investment, which means that most clients are happy to pay more, because they get more. If every time they hand us $10 we hand back $20, they’re going to keep handing us $10 as long as they can.
Often, people ask the cost question when they are worried about value. We remove that barrier with our brand promise. We won’t invoice you if we don’t think the value is there, and we invite you not to pay us if you can’t see value in our work. It’s that simple. No financial risk for Bellrock clients.
The real cost, of course, is the time that you and your team invest with us, and the opportunity cost of investing it with us instead of someone or something else.
Ideally, we work in quarterly sprints, so a short engagement runs three months and a long engagement runs a year or two. That’s just how long it typically takes for the new systems to become entrenched in the business, but some companies are faster and some are slower.
In any business, you can draw a pretty direct line from the results to the leader. All of the good things, and all of the bad things. We work hard to qualify our clients before we get engaged with them to ensure the necessary ingredients for success are in place and if not, we’re plain spoken and direct about what’s missing. We’ve gotten it right hundreds of times. We’ve gotten it wrong three times. Those clients didn’t pay.
In small business, organizational change consulting is even more valuable than in large companies because typically the “managers” spend the majority of their time being “doers”, not sitting behind their desks giving orders.
Big or small, companies hire consultants for one of three reasons.
Wondering if implementation will really get results? Learn how it worked for these companies.
“Within one year, Bellrock helped me to develop my business to a level which would have taken a lifetime.”
We have several actionable, relevant articles on best practices and implementing change for small business. Dig in.