CHANGE and risk MANAGEMENT

CAPABILITIES

Handling change and risk is key to improving organizational effectiveness

Any initiative to improve performance introduces some degree of change and poses some level of risk. Left alone, the impacts of change can bring the best initiative to a standstill and expend valuable resources in fruitless endeavors. Our approach is to incorporate change and risk management principles into all efforts and offer structured change management program support. The goal is to identify and mitigate negative change and risk while building on positive change. We understand the dynamics of change and risk and offer focused, scaleable program support to ensure initiative success.

LMI covers all aspects of change and risk management, from assessment to communication and implementation—ensuring a successful transition for any organization. Our major focus areas are as follows:

• Change readiness assessments
• Risk assessments
• Change management planning
• Communications planning
• Change management implementation.

CLIENTS AND SOLUTIONS

NASA—Saving Time and Money with Resumé Management

For the National Aeronautics and Space Administration (NASA), LMI supported the Integrated Financial Management Program’s (IFMP’s) agency-wide implementation of the NASA Staffing and Recruitment System (STARS). This automated resumé management system includes project management, risk and change management, configuration management, process reengineering, and training. STARS launched ahead of schedule and under budget, and LMI received an IFMP award for our work.

NASA—Excelling at Change Management

LMI’s change management support is award winning! NASA awarded several LMI employees the Goddard Space Flight Center Excellence Award and a NASA Group Achievement Award for the overarching change management strategy we developed to ensure successful implementation of the NASA Human Capital Information Environment (HCIE) system.

DCOP—Facilitating New Performance Management System

LMI designed marketing materials, developed and implemented a communications strategy, and identified training needs for a new performance management program for the District of Columbia Office of Personnel (DCOP). These tools enabled the District government to rapidly and effectively field its new performance management system and quickly gain employee acceptance.