One of the keys to success in an organization transformation is having the right people involved. Before any of the work can be done around planning and implementing change, it’s important to gain clarity on the roles involved and who will fill them. A common assumption in organizations when choosing
Change management is a complex affair. Successful organization change requires a thorough understanding of past and current market conditions, organization structure, and operational efficiency. But perhaps the most important thing change leaders must grasp is the way the human mind reacts to change. Leaders new to change management are often
Often, organizations look to outside partners to assist with organization transformation. This is natural, as organization design and change demand specific skill sets that are not always readily available within an organization or easily hired. However, the opportunity also exists for organizations to build these capabilities internally. There are many
Often in an organization, a business leader will recognize a change they want to make, which requires organization design skills to implement. For example, the need to improve a supply chain will require a redesign of the supply chain organization. To achieve desired results in this or a similar situation,
In a recent post, we explored the role of the change partner as an essential facilitator who helps alignment leaders initiate and maintain organizational alignment. The change partner not only provides critical feedback and support to the leader, but is also responsible for much of the heavy lifting throughout the
Every organizational alignment leader needs at least one good change partner. This is a person who can help the alignment leader stay on track through the difficult process of planning and initiating organizational change. Here are four primary traits to look for when choosing a change partner for your organization.