Change Management » Maura Doyle

By: Maura Doyle  05/12/2011
Keywords: Change Management

Change has always been part of organisational life and those companies with a strong capacity for change enjoy more sustained success.

Why then is change so problematic?

A 2008 McKinsey survey of 3,199 executives worldwide found that only one transformation in three succeeds. Typical reasons for lack of success were:

  • unclear or incorrect goals or vision: 25%,
  • insufficient communications and motivation: 35%,
  • inability to sustain implementation and change: 40%.

The crucial issue facing organisations today is not what to do but how to implement. Change can be complex and messy. Having honed my change facilitation skills working with clients implementing all kinds of change, I have a strong grasp of the challenges and opportunities involved. I can support you through the stages in a flexible, challenging and supportive way:

Establish the need for change

  • What is the context?
  • Is the change problem driven or vision inspired?
  • What challenges does it present?
  • Will the gain outweigh the pain?

Outline a vision

  • Establish where you want to get to. It should be a real and compelling vision for your business, your organisation and your employees.

Understand the degree of change

  • Is it transformational or incremental?
  • What are the implications for your business, your organisation and your employees?
  • Identify potential support and resistance
  • Examine how to harness enablers and address inhibitors

Align your leadership

  • Support your managers to commit to change and help people to change
  • Ensure leadership is visible and speaks with one voice

Engage and motivate employees

  • Establish the need for change and what the change will entail
  • Invite discussion and challenge, as appropriate
  • Involve employees in deciding how change will be implemented

Manage delivery of change

  • Through a change program that is fit for purpose; managing expectations and deliverables, capturing and applying the learning, acknowledging success, managing resistance, measuring and realizing the business benefits.

Communicate and engage

  • Communication needs to be sustained and relentless. It should be a two-way process which helps employees understand the why, what, how and when of change.

Align the organisation

  • Ensure that all elements support the change; making whatever adjustments are needed to structure, culture, leadership style, skills, competencies and key processes to support the change.

Keywords: Change Management

Other products and services from Maura Doyle

05/12/2011

Executive Coaching » Maura Doyle

If it is an organisation-wide programme to create a coaching culture, I will facilitate the organisation to harvest the organisational learning by facilitating a discussion around any systemic issues that present. If trust is established and the client feels I am the right coach for them, we then discuss outline goals and agree a timeframe for the coaching sessions and a method for evaluating success.


05/12/2011

Strategy Development » Maura Doyle

Strategy development is an iterative process and should involve people from right across the business. Engage key stakeholders, (including employees, as appropriate) to validate assumptions and decisions. Understand current and potential stakeholders; their level of importance and degree of support. What are the potential implications of these trends for your business. The range of possible futures confronting your business is great.


05/12/2011

Team Development » Maura Doyle

This is a tailored intervention to clarify what the team is there to do and how it will do it. Translate knowledge into action and commit to act individually and as a team. It provides a supportive and challenging environment for the team to. Develop commitment to a common purpose and vision for the team. Identify helpful processes for getting things done. I will outline two typical interventions I offer.


05/12/2011

Meeting Design & Facilitation » Maura Doyle

If you choose to engage a facilitator, they can take responsibility for the process so the management team can concentrate on the meeting or workshop. I am skilled at meeting/workshop design and group facilitation and can provide an intervention to meet your organisation’s specific requirements. Leadership should speak with one voice, expressing the same key messages and conveying similar values and behaviours.