Change Management » Maura Doyle
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.