Change Management

A people-focused approach to managing technology implementation.

MMS offers a number of diverse and innovative technology platforms, and we understand the critical importance of a thoughtful organizational change management methodology to guide any new technology implementation and ensure the maximum return on investment.

The MMS Change Management (CM) methodology is developed with extensive industry-specific knowledge to help Sponsors develop new processes, anticipate problems that could arise from any technology adoption, and mitigate risks to ensure business and project continuity during the transition. Organizations with a change management methodology in place to guide technology implementations are more likely to realize the full value of what that technology and corresponding processes can do.

Customizable to your specific needs by industry experts, our change management services go beyond a technology focus. We realize that the people involved, their sentiments and their engagement in the process including their understanding of the value proposition for any tech tool, will ultimately determine the initiative’s success. A combination of people, processes, and technology are key components to any initiative. Here’s what we’ve seen:

  • Lack of vision that provides clear direction

  • Lack of clearly-defined value proposition

  • Change resistors – “that’s the way we’ve always done it”

  • Competing resources and initiatives

  • Uncomfortable with uncertainty

  • Unrealistic schedules

  • Lack of urgency when needed

  • Lack of patience when needed

  • IT service delivery cycles

  • Inconsistent stakeholders

  • Clear vision shared by all stakeholders at all levels
  • Tight integration between tool implementation tasks and value realization goals
  • Teamwork and use of internal influencers
  • Structured approach to making an abstract concept very tangible
  • Senior management and stakeholder’s commitment and support
  • Ongoing organizational engagement
  • Clear and honest communication plans and tools
  • Clear vision of success. What does success look like?

Change management helps the organization’s leaders realize the company’s vision, ensuring an alignment of goals across all levels, divisions and impacted functions. Aligning the human side of the equation is critical to overcoming obstacles that come with organizational change.

Through every stage of a work stream there are clear benefits to using our change management methodology in your organization.

  

Stakeholder Management and Governance

We align stakeholder commitment with the organization’s goals for technology implementations. Stakeholders are identified and categorized to begin this process, and a plan is developed to align these stakeholders with the change initiative. Then, a communication plan is laid out, including key messages, who should deliver those messages, how, where and when.  

This plan helps create a vision for the change initiative and encourages a Sense of Urgency and Leadership (SOUL) among stakeholders. The ground work for determining the Governance Structure of the initiative is also laid out in this work stream.  

Benefits to our approach, include: 

  • Increases chance of stakeholder adoption
  • Improves the effectiveness of organizational and departmental communications, adding to the probability of an effective technology implementation
  • Increases the chance of alignment through a defined and shared change initiative governance structure
  • Increases SOUL among stakeholders leading the change initiative
Organization and Skill Change Readiness

An organization’s readiness for change at the user level in categories such as awareness, desire, ability, and reinforcement are analyzed in this work stream, along with the risk associated with the implementation of a new technology. Knowledge, skills, and abilities of stakeholders in the current environment, and what they will be in the future environment once the new technology is implemented, are evaluated. The business unit’s organizational structure post-implementation, if it will change, is also determined in this work stream.   

Benefits to our approach, include: 

  • Better understanding of organization and department readiness for change at the beginning of the initiative
  • Prepares organization and department to meet the risk associated with implementing new technology
  • Effectively identifies skill, knowledge, and ability gaps of stakeholders, enabling a more effective training and knowledge development program
  • Effectively communicates the organization and department structure post-implementation (if there is a change in structure)
Training and Knowledge Development

During this work stream, leaders and stakeholders are identified for training and knowledge development. The level of training needed for specific stakeholder groups is determined in order to reduce the risks associated with a change to new technology. A comparison between the as-is processes and post implementation processes is conducted to measure knowledge gain and benefits realization. Additionally, the progress of communication and vision sharing from the beginning of the change initiative (change readiness assessment at baseline) is assessed compared to the technology implementation phase (change readiness assessment at go-live).

Benefits to our approach, include: 

  • Creates an understanding for stakeholders on how their jobs will be different when new technology is implemented, increasing the probability of new technology adoption
  • Provides feedback to change leaders on how the vision and messaging is being received by the organization and its effectiveness
  • Details new skillsets needed by stakeholders and provides HR and process owners with the skills that need to be added to stakeholder performance evaluations
  • Delivers feedback on the effectiveness of training and allows for course corrections, if necessary
Value Realization and Sustainability

In this work stream, Key Performance Indications (KPIs) are defined and an easy-to-understand dashboard to track them is created. Commitment from stakeholders to on-going value realization is assigned, and processes and goals are aligned with project ambitions. This work stream continues to reinforce the value of the technology implementation to the organization.  

Benefits to our approach, include: 

  • Confirms the organization understands and tracks the right metrics
  • Ensures added value of the new technology past the initial implementation
  • Sets a vision for long-term value realization

Fill out the discovery form at right to learn more about our change management services.  

Learn more about our change management leadership 

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