Our strategy and technology consultants have empowered our international clients with the knowledge and experience they need to build their own local resources and capabilities.
Our clients call upon us to work on their hardest problems—delivering effective health care, protecting warfighters and their families, keeping our national infrastructure secure, bringing into focus the traditional boundaries between consumer products and manufacturing as those boundaries blur.
Booz Allen was founded on the notion that we could help companies succeed by bringing them expert, candid advice and an outside perspective on their business. The analysis and perspective generated by that talent can be found in the case studies and thought leadership produced by our people.
We've come a long way delivering innovative solutions. But our next chapter is still being written.
Our 22,600 engineers, scientists, software developers, technologists, and consultants live to solve problems that matter. We’re proud of the diversity throughout our organization, from our most junior ranks to our board of directors and leadership team.
Many large government programs fail to achieve results despite vision and good intention—a fact documented by research and published studies. One of the largest, most far-reaching reasons cited for this failure is a lack of effective management of the people and organizational side of change.
The factors for this range across all levels of program involvement: The skills of day-to-day leadership differ from skills needed to drive organizational change; officials are not aware of the change management expertise and work products to ask for that can help ensure success; and many consultants claim to be change management experts but have limited exposure and experience with the spectrum of current change methods and models.
At Booz Allen, we have a long history of helping federal government clients succeed in implementing large change initiatives. After extensive research and evaluation of current competency standards, educational programs, tools, and methods, we found that there are no established and widely accepted standards for change management.
“The skills of day-to-day leadership differ from skills needed to drive organizational change.”
We turned our attention and thought leadership to developing a new definition and approach to change that offers consistent, established standards and certified experts with depth and breadth of knowledge across the range of change management principles, tools, and techniques.
Partnering with the Georgetown University McDonough School of Business, we have created the first-of-its-kind graduate-level certification for Change Management Advanced Practitioners. As facilitators of change, Change Management Advanced Practitioners know when and how to apply the full suite of change capabilities to drive successful change: