Managing Consultant - Operating Model and Change Management

As a Managing Consultant in Operating Model and Change Management at BJSS, your responsibilities will include leading operating model assessment and design initiatives, managing complex transformation programmes, and implementing change management strategies. You will engage with clients to assess their needs, deliver tailored solutions, and ensure effective adoption of new processes and technologies. This role also involves collaborating with diverse teams to drive cultural change, enhance communication strategies, and maintain stakeholder relationships, ensuring successful outcomes across various projects.

To become a Managing Consultant in Operating Model and Change Management at BJSS, candidates should possess extensive experience ranging from consulting to industry roles, particularly in leading transformation programmes. A deep understanding of change management principles, strong analytical and quantitative problem-solving skills, and experience with operating model design are crucial. Familiarity with agile and waterfall methodologies, coupled with excellent communication and leadership qualities, will set you apart as a successful candidate.

BJSS is committed to the professional development of its Managing Consultants through a range of training opportunities and incentives. The company offers unlimited access to resources like O'Reilly for learning new technical skills, supports professional certification across various fields, and emphasizes mentorship within multi-disciplinary teams. Additionally, you’ll have the chance to engage in practice development activities, fostering a continuously evolving career path as you take on varied projects.

The work culture at BJSS for a Managing Consultant is collaborative, inclusive, and innovative. You’ll be part of a team that encourages sharing ideas and working together to solve complex problems. With a focus on personal growth and community engagement, BJSS fosters a supportive environment where you can thrive both professionally and personally. The company also maintains a busy social calendar to promote team bonding, making it a great place to build lasting relationships.

A Managing Consultant at BJSS will work on a variety of projects that span different sectors, focusing on complex technology transformations. This includes participation in operating model assessments, designing change management strategies, and driving user adoption of new technologies. Each project is unique, offering opportunities to engage with diverse stakeholder groups and tackle a wide range of challenges to deliver successful outcomes for clients.

When designing an operating model for a project, it's vital to start by thoroughly understanding the client's strategic objectives and the challenges they face. Conducting stakeholder interviews and assessing current processes allows for identifying gaps and opportunities for improvement. Once you gather this information, use it to create a tailored operating model framework that aligns with their goals while ensuring the model is adaptable to future changes.

In discussing your experience with change management methodologies, be sure to highlight specific frameworks you’ve utilized, such as ADKAR or Kotter’s 8-step process. Share particular instances where you applied these methodologies within projects, focusing on how you guided teams through transitions and measured success in adopting new practices. This will demonstrate your practical understanding and ability to apply theory to real-world situations.

To ensure stakeholder engagement during a transformation project, it’s essential to maintain clear communication and involve them throughout the process. Begin by identifying key stakeholders and their interests. Regular check-ins, updates, and feedback sessions help build trust and maintain alignment. Actively listening to their concerns and adapting your approach based on their feedback can greatly enhance engagement and commitment to the change.

When managing a large-scale transformation programme, illustrate a specific project you led, detailing the objectives, challenges faced, and your approach to overcoming them. Discuss how you coordinated cross-functional teams, monitored progress, and ensured that the project met its goals within the set timeline. Highlight your leadership skills in managing conflicts and fostering collaboration among diverse stakeholders to achieve successful outcomes.

In assessing the impact of change on an organization, I utilize a combination of qualitative and quantitative methods. I start with a thorough change impact assessment that examines how new processes or technologies will affect various departments. Utilizing surveys and feedback tools helps gather insights from employees on their experiences with the transition. Analyzing performance metrics pre- and post-implementation also provides quantifiable data to evaluate the success of the changes.

Handling resistance to change requires empathy and open communication. I begin by identifying the root causes of reluctance by listening to concerns and encouraging dialogue. Providing education around the benefits of change and addressing misconceptions can help alleviate fears. Developing training and support systems to guide employees through the transition fosters a culture of adaptability and can transform resistance into support.

Leadership plays a crucial role in successful change management. Strong leaders set the tone for the change initiative, articulating the vision and expected outcomes to the organization. They serve as role models for embracing change and motivate teams to engage with the new processes. Additionally, effective leaders provide ongoing support and resources, encouraging feedback and adjustments throughout the change journey to ensure sustained momentum.

Measuring the success of change initiatives involves setting clear key performance indicators (KPIs) at the outset. These could include metrics related to employee adoption rates, productivity improvements, and stakeholder satisfaction levels. Conducting post-implementation reviews and gathering qualitative feedback from participants helps assess overall effectiveness. Continually monitoring these indicators allows for necessary adjustments to be made to ensure long-term success.

Ensuring sustainable transformation requires ingraining change into the organizational culture. I recommend establishing a continuous improvement framework that encourages ongoing feedback and adaptation. Offering regular training sessions, creating advocacy groups within the organization, and fostering a collaborative environment can help ensure that new practices are maintained. Additionally, regularly revisiting the transformation goals ensures they remain aligned with overall business strategy.

Balancing immediate results with long-term transformation goals demands strategic planning and prioritization. I focus on quick wins that demonstrate progress while laying the groundwork for larger, more complex changes. Communicating the significance of both short-term outcomes and long-term visions to stakeholders helps maintain support. It’s crucial to continuously evaluate the impact of these immediate results on the overarching goals, making necessary adjustments to align both effectively.