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  • Leading Change – a roadmap. Part 1

    One of the most daunting tasks facing any leader is leading change. I think about how hard it is to change a personal behavior. Ponder for a moment all the New Year’s Resolutions you have made. I congratulate you if you scored 100% but many of mine have fallen by the wayside once the initial excitement dies down. Charles Kettering’s quote puts it in perspective for us, “The world hates change, yet it is the only thing that has brought progress.” Trying to bring about comprehensive, lasting change to a large organization requires purposeful intent and a roadmap. You may see your destination clearly, but the roadmap gets you there step by step.

    In this series of posts, I will lay out the roadmap I have used to lead global change. The roadmap is meant to be a high-level guide and by no means does it imply change is easy. Change is complex, sometimes messy and requires a constancy of purpose, day in and day out, for a significant period of time. In my repeated experience, it usually took 7 months before I started to see the organization embrace the new direction.

    Below you will find the 10 elements of the Leading Change Roadmap. I describe each one in a little more detail and then close with a summary.
    Leading Change Roadmap
    1) Create the vision
    2) Develop the team
    3) Clarify the values
    4) Position the path forward
    5) Communicate
    6) Build alignment
    7) Create spirit and purpose
    8) Empower employees
    9) Coach and develop employees
    10) Measure and reinforce

    Creating the vision entails constructing a crystal clear view of the desired future and then communicating in such a way that everyone understands it. It always starts with dissatisfaction of the current state or status quo. A vision can apply to a work group or an entire company. It could focus on any number of areas: dysfunctional silos in the workplace, market share, cost, product performance, advances in technology, and many, many more.

    Nothing happens without effort so you must develop a team of highly qualified individuals and give them the responsibility of achieving the vision or goal. This team is a pivotal element in leading change. They must have broad knowledge of the business, the processes and be respected by management and staff. This team must also be given the time and authority to work on the change.

    End of Part I.  Two more to follow later this week.

    Published on February 13, 2012 · Filed under: Finance;
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