 |
 |
 |
 |
| Focusing and aligning people, processes and
technology on discrete goals are the primary objectives of
management. |
|
 |
|
|
Change Management
Organizations don't make sales, satisfy customers or create wealth-businesses
do. More specifically, the many talented people within businesses.
Organizations, on the other hand, exist solely to direct many talents
on few objectives. Focusing and aligning people, processes and technology
on discrete goals are therefore the primary objectives of management.
When those goals change; organizations are modified; processes are
redesigned; or technology shifts, change management is required
to bring the organization and its goals back into alignment. Until
this new equilibrium is reached, the organization usually experiences
sub optimum performance, confusion and conflict. These transformation
periods are fraught with risk to all concerned: management, employees,
stakeholders and customers. History shows that despite rational
organizational redesign, carefully selected strategies, and proven
technology, many transformations fail during implementation. The
chief problem is getting groups to change uniformly, by design,
rather than erratically, by default.
At Gordian Transformation Partners, we start with the transforming
changes themselves-and shape their characteristics to support organizational
diffusion. Whether the changes are driven by customer expectations,
cost control, technology or the market itself, successful change
is furthered if six criteria are met.
Change Criteria Supporting Diffusion
| No. |
Change
Criteria |
Why
it matters |
| 1 |
Offers relative
advantage |
Cheaper, faster, easier
and/or more focused than present methods. |
| 2 |
Is compatible with
existing systems and processes |
Fits into existing
work patterns. Eventual user groups are able to accept
influence of early adopters. Early adopters are familiar
with and heavy users of the process. No change occurs
in a vacuum-it generally must fit into a complex web
of interdependent activity. |
| 3 |
Offers simplicity |
Provides an evident,
straightforward value proposition for all parties. |
| 4 |
Is "trial-able" |
Users prefer to conduct
trials before committing. Let them test-drive. |
| 5 |
Is readily observable |
Users instantly see
the results and reactions of other users. This will
be developed later under the topic of "witnessing". |
| 6 |
Welcomes re-invention |
Information exchange
encourages reinvention and communications about those
re-inventions. Healthy competition among users spurs
creative adaptations and their exhibition to like-minded
associates. |
|
Most changes show signs of failure
deep into their implementation--yet they commonly fail shortly after
their inception, when ironically they seem so sensible and so necessary.
Gordian designs and implements each transformation with this goal:
to prevent failure from the very beginning and to safeguard against
it throughout every phase the change process. We use a proven arsenal
of change management tools and techniques, applying each when appropriate
and cost effective.
Read previous » Customer-Driven
Transformation...
Read next » Strategy ...
|
| Contact Us |
 |
To learn more about Gordian Transformation Partners
please click here |
|
