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Our experienced Human Capital experts partner with you and your team to take a tools-driven, methodology-focused and structured approach to managing organizational change by defining the scope of the change, evaluating the readiness for change and the people risks and barriers, building mitigation steps, ensuring leaders are capable of leading change, moving the meter on key stakeholders,  monitoring the change results against predefined metrics, and assessing and recalibrating to ensure sustainability of change. 

Connolly Clarke’s proprietary DELTA+  (Define, Evaluate, Lead, Track, and Assess) model and methodology is designed to seamlessly integrate with client methodologies  and project plans (e.g., ERP, business transformation, merger integration, etc.) as well as operate as a standalone approach – encompassing both the macro-organizational as well as micro-individual aspects of effectively managing change.  The”+” in DELTA+ represents our commitment to the client to train and develop their staff on change management methodology and tools, so as to effectively enable the client staff to lead future change efforts.

Connolly Clarke’s DELTA+   Change Management services drive results through:

  • Change readiness assessments
  • Stakeholder analysis
  • Executive sponsorship and leader development
  • Change management metrics and scorecard
  • Change risk analysis and mitigation plans
  • Change Agent infrastructure
  • Managing individual change and journey maps
  • Job impact analysis/job design
  • Communication strategy and planning
  • Training design and delivery
  • Employee engagement/pulse survey tools
  • DELTA+ change management training for client staff 

Sample Client Experience

Change Management/Technology. Team leader for the change management efforts associated with a process/systems implementation (Oracle) at one of the largest private employers in North America.  Focus areas included stakeholder analysis, employee engagement, job/organizational design, communication strategy, culture, training and rewards.


Change Management/Shared Services.  Team leader for the change management stream of work required for an implementation of an enhanced shared services model for Fortune 100 retail company.  Migrated roles and responsibilities across multiple back office functions.  In addition to leading the change management efforts, also had accountability for the stand up of the enhanced HR shared services offering and tie in to the overall service delivery model.​


Change Management/Center of Excellence.  Team leader for the design and implementation of a newly created Change Management Center of Excellence for a global financial services company.  Focused on service offerings portfolio, methodology assessment, staff competencies, governance, intake model, and alignment with PMO and enterprise-wide project portfolio. 


Change Management/Contact Center. Served as primary advisor/coach for the change management stream of work required for an implementation of a new contact center/phone system (Cisco) for a leading financial services organization.

Change Management/Organizational Design Implementation. Served as team leader for the change management stream of work required for an implementation of a new organizational design for an IT Department at one of the largest retailers in North America.

Change Management/Technology. Team leader for the change management stream of work required for an implementation of a Customer Relationship Management (CRM) system for one of the leading suppliers of advanced claims information to the insurance industry.


Change Management/Technology. Subject Matter Expert for the change management efforts associated with a systems implementation (Microsoft Dynamics) for a national accounting firm.  Focus areas included stakeholder analysis, employee engagement, people risk management, communications strategy, and training planning.

Change Management/Methodology Development. Team leader for the design, development and rollout of a change management methodology and corresponding tools for use by a professional services consulting firm.  Methodology takes a data-driven and tools-based approach to mitigating people risks associated with organizational, technological or other individual change.

Change Management/Technology. Team leader for change management activities required for the design and implementation of an HR/Payroll system (Ceridian) for a global manufacturer.  Project efforts focused on Stakeholder Analysis, Communication Planning, Training, Change Readiness Assessment, Job Impact Analysis, and Risks/Barriers mitigation.


Change Management/Technology. Team leader for change management activities required for the design and implementation of an HR/Payroll system (Kronos) for a utility.  Project efforts focused on Stakeholder Analysis, Communication Planning, Training, Job Impact Analysis, and Risks/Barriers mitigation.

Change Management/Merger Integration. Team leader for the merger integration of HR processes and programs (including staffing levels, HR systems (Peoplesoft), selection process, organizational design, labor impacts, compensation design, merger communication strategy, retention, workforce reduction, and post-merger cultural and workforce issues) and change management plan as part of an investor-owned utility merger.

Change Management/Personal Change.  Team leader for the development and implementation of a leadership development module entitled The Leader’s Role in Managing Personal Change for a Fortune 500 services company.

Change Management/Thought Leadership. Author of “The Ten Factors for Assessing Effective Change Management Methodologies”.  Presented “Moving Beyond the “Spray and Pray” Approach to Change Management” to the American Society of Training & Development.  Built best practice change management methodology.  Designed and delivered “Change Management 101: Best Practices Workshop” for the International Association of Internal Management Consultants annual conference.

CHANGE MANAGEMENT