Leaders who expect to see results in their strategic design implementation have to focus on all parts of the organization and remember that even in tough times, transformation never really stops.
When components of the workplace are collaborating to facilitate change, only then is a strategic design successfully implemented. Change is common in organizations, but not all transformations achieve results.
What’s required for successful change management and business success?
1. Authenticity and a solid game plan
2. Strong change muscles that support frequent change
3. Agility to get through organization misalignments
Authenticity and a solid game plan
A college basketball star who’s drafted among the first NBA picks is most likely the team member that arrives to practice early and stays late. He’s alone in the gym, shooting hundreds of free throws until he finds his own rhythm and strategy for making baskets. He’s got a plan and he’s sticking to it.
He’s also the one getting in extra conditioning and strength training to keep his body sturdy and resilient. He might be in the gym while his friends are meeting for pizza, but his eyes are on the prize: his NBA career.
Authentic leaders must do the same – put in the extra time and effort, and follow a realistic road map that leads to the company’s vision. Organizational transformation is achieved through careful, detailed planning…a goal reached with extra time, dedication and drills.
Strong change muscles that support frequent change
The execution of the game plan on game day is not the only thing that contributes to success. There are a collection of factors that contribute – conditioning and health programs, training/coaching, transportation, etc. A break down in any of these factors can lead to poor on-court performance.
Just like with organization transformation, a set of factors are needed to ensure transformation success. Some of these factors include a change model and tool set, training on those tools so leaders and practitioners can apply sound change techniques and principles, appropriate resourcing, key performance indicators, and project management discipline. Expecting successful change without one or more of these factors is like expecting to compete at a high-level without proper exercise, coaching, nutrition, transportation support or the like.
Agility to get through organization misalignments
Let’s say a basketball standout steals the ball and dashes down the court, and he takes one wrong step that results in a sprained ankle. He’s out for six weeks, forced to watch his team in action from the bench, his ankle propped up and wrapped in an ice pack.
He must slow down and hit the pause button, but like organization leaders, he can’t give up. Even though change is temporarily halted, momentum and utilization of resources can’t fall back. It’s up to organizational leaders to keep their teams moving forward, carry out responsibilities and assign roles where they see a best fit for the company.
Lessons are bound to be learned along a transformation journey, which might come from poor business choices. Organizations are complex. Aligning organizations is no easy task and consistency is key. Ensuring alignment of various organizational systems (e.g., roles, processes, structures, rewards, etc.) can help accelerate the pace of change.
When the organization is faced with a tough change situation, great leaders assess what is misaligned and getting in the way so that the change can proceed with fewer barriers and derailers.
Learn how to make change happen for your team through great design, effective planning and appropriate resourcing and capability building by watching the on-demand webcast, Strategic Design Implementation: Actions Speak Louder than Words.