Change and Organizational Strategy

“However beautiful the strategy, you should occasionally look at the results. ” —Winston Churchill You know how hard change is and large-scale, strategic change is orders of magnitude harder. Change in performance will occur only if people within an organization change what they are doing. If your employees continue working in the same way, results will remain the same. Change should not be done for the sake of change —it must be part of your overall organizational strategy. You also know that typically there is strong resistance to change -- and the bigger the change, the stronger the resistance. People are simply afraid of the unknown. Many people think things are already just fine and don't understand the need for change. Many are inherently cynical about change. They have, ‘been there, and done that’ all too many times already. Some may doubt that your plans are an effective means to accomplish major organizational change. Often there are conflicting goals in the organization, e.g., to increase resources to accomplish the change, while concurrently employees are asked to cut costs to remain viable. Organization-wide change often goes against the very values held dear by members in the organization, that is, the change may go against how your employees believe things should be done. So how do you mix change and strategy effectively? Only by carefully thinking about the future picture you want to create ... developing the strategic measures that will show your progress ... identifying the ‘centers of gravity’ in your organizational universe that you need to change ... creating plans to move them towards your future picture ... and understanding the implications of your strategy, can you create an effective Strategic Change Management Plan, which can go a long way towards ensuring effective implementation of that strategy. AdVantage Consulting can help you with the tools, knowledge, and experience to quickly and effectively create a comprehensive roadmap to success!!