It is not a secret that the Business Transformation Programme is designed to facilitate the introduction of ambitious changes. The change is fundamental to achieving progress in life; that is why changes should and could be managed.

First of all, change management shall involve people, the immediate participants in any change process. The Business Transformation Programme provides a comprehensive approach to engage people in realisation of the changes. The change management in the companies, which are on their way to transformation, is based on the methodology developed by the experts from the Fund’s Core Transformation Team.

Methodology of change management suggests using certain measures on engagement of the parties concerned. One of the methodology tools is monitoring such engagement through the Personal Engagement Plan of the Chairman of Management Board of the company, which serves as a model for development of similar plans for all members of the company’s Management Board, and also as a performance measure. The efficiency of this tool is obvious when applied. One of the functional outcomes of introducing the personal engagement plans is the creation of functional groups. Each group is managed by a supervising manager and comprises the managers of structural units, key specialists and experts from the Business Transformation Centre. At the current phase, the main goal of such groups is to review the process model of the company and formalise the outcomes.

To date, the meetings have been held for almost all areas. Most of the process models are at the approval stage now. Full-scale implementation of the initiative on creation of functional groups made it possible to promptly manage the formalisation of outcomes and enabled maximal engagement of the most of the stakeholders. The meetings are included in the personal engagement plans of the parties concerned, which ensure they are held on time.