Empowering Your Leaders Through Organizational Change Management
You are in an increasingly turbulent and complex world, requiring organizations to constantly address change. Unfortunately, the common human reaction to complexity is to fight it with more complexity. This is the wrong direction. Complexity can only be fought with simplicity, and change cannot be managed, it must be led.
In order for you to succeed at organizational change management you must use a simple, focused approach. Flawless Execution is a fundamental and simple a solution that reduces the complexity and friction of change leadership.
Change Takes Leadership
What is Change Leadership?
Change leadership is a critical skill set for today’s organizations. Change leadership requires applying a different mindset and an extra set of capabilities in order to lead an organization through change. In order to keep up with changing environments, organizations formally establishing a seven-year business model now aim to plan a two-year business model. This brings one of the most common challenges we see with our clients: commitment to change.
Keys toward Successful Organizational Change Management
Organizational change management can happen quickly, that’s why we leverage the Flawless Execution methodology. To be successful, organizations must bring in the right leadership that understands Flawless Execution and apply it to achieve goals. Our experienced team at Afterburner is familiar with managing change on a regular basis. We know that organizations need a simple, focused approach on a critical leverage point identified to yield change in the entire environment.
We use Flawless Execution for change management because it leverages communication and leadership to build trust throughout an organization. This way, all members of the organization know the start and end points, along with their individual roles and responsibilities. Organizations that establish expertise in the tools of Flawless Execution use them to individually and collectively lead through change.
Common Challenges of Organizational Change Leadership
There will always be resistance, whether small or large, to change leadership. Your challenge is to break down the walls your members have built in order to create effective change.
Resistance to Change
Change doesn't have to be sweeping to be met with friction and resistance. It's not always intentional, habits are ingrained and teams, just like individuals, can have comfort zones they are stuck in.
Silos of Knowledge
Even with constant availability of multiple bands of communication, teams still have difficulty taking the time to interact and share their knowledge. When there are silos of knowledge, leadership will have a hard time effecting change.
Top Down Culture
Even when it's not the leader's intent, people in your organization can be hesitant to contribute ideas, make decisions without reassuring approvals, or suggest a change.
Turning Change Into Growth
Flawless Execution equips your leaders with the tools and processes to reduces complexity and friction within the organization.
Work Backward From the Top
When developing your strategy for implementing change, your approach should start with your intended effect or objective, and work your way backward. This way you'll develop plans that avoid unnecessary or contradicting tactics that could ultimately have a negative impact.
Set the Tone
Change Leadership begins at the top and iterates downward through the organization - not the other way around. Establish leadership buy-in first to positively affect the rate of change.
Unify and Align
Train your leaders to place more emphasis on gaining buy-in from all levels of your organization. This is when you will achieve strategic and tactical alignment because everyone is on board or at least understands the objective and how it factors into organizational goals.
Commit to Change
When undertaking large change initiatives, the best tool you have is your organization’s collective experiences and Lessons Learned. This provides a read on everything from internal culture to the external market and compiles a record of each member's past experiences which can be used to make decisions about future challenges.