Trends in Change Management Consulting

Change management consulting has lost none of its luster, despite research that continues to show the majority of change efforts fail to meet their strategic…

| May 09, 2018

Change management consulting has lost none of its luster, despite research that continues to show the majority of change efforts fail to meet their strategic objectives. In fact, demand for change consulting has increased considerably since ALM's analysis two years ago that estimated a growth CAGR of 5.0% in the five-year period from 2014 to 2018. Providers today say global revenues are growing by healthy double digits, and they expect demand to remain strong if not grow at a faster rate.

Such levels of provider confidence make sense in the context of the market's demand curve, wherein many of the individual competencies that comprise change management are robust consulting markets of their own, e.g., digital strategy, communications, employee engagement, and leadership development. Furthermore, the trend in change consulting is towards bundling additional competencies as providers continue their shift towards digital professional service delivery. Consulting around data and analytics, experience design, and solutions development using emerging technologies (think artificial intelligence, machine learning, and robotics process automation) has become essential to a new value proposition for change management advanced by the leading providers.

The essence of this new value proposition is the transformation of change management from a project-based discipline to one that is advising on business outcomes and how to deliver them. Confronted by their own research on change program failure rates and the reality of digital's evolution from disruptive force to long-term secular trend, providers recognize that change management as it has historically been applied is outdated. The fast-paced environment in which businesses operate has increased the number and complexity of changes confronting their clients, as well as traditional ways of working. The question is no longer how to help clients manage change, but how to help them master the art of change.

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