Stratégic Leadership

The organization’s leadership chooses a new strategy (with our strategic leadership assistance if desired). These new choices represent new endeavors and orientation. Our tailored intervention will come as a support to help clarify the situation in terms of questions such as:

- What do we do now, from where are we starting and where are we heading? Conditions at moment of change, analysis of the organization’s ability to change.

- What are we trying to build, what is the nature of the change we’re trying to implement?

- Who are our customers, and how can we offer them better and more efficient help? What values are guiding our decisions and actions? How could we differentiate ourselves from competitors? These questions will determine a logical process of change as well as the steps to be followed and the advancement toward the ultimate goal.

- Who is affected by the change? This question is useful in determining the persons who will support the change process (??).

- How does change progress, and how do we measure it? This question is useful in determining the change process (??).

Implementing Change Successfully

Change means introducing something that is very different from the daily routine. Change may be brought in or initiated to face the external environment of the organization (market changes or external constraints), or to face organization’s internal environment (technology, moving to bigger office space, re-structuring…). Organizations are compelled to change frequently to adjust to both external and internal constraints. While some changes are easy and quick to implement, others require a lot more time and effort to be put into motion and produce expected results. Those will be radical changes, and they affect every level of the organization.

Managing change successfully implies a perfect understanding of its components and subtleties, serious preparation and thorough planning of all the details, budgets, dates, deadlines, and activities that are deemed necessary so that all the needs are taken into consideration. A successful change has to imply all concerned employees, depending on the change complexity. Again, while for some changes only a department may be concerned, a major change will affect all the organization.

Managing Teams During Transition in Order to Reduce Resistances to Change

When a major change occurs, individuals, teams, departments, and all the organization are going to be directly impacted by it. Accompanying the persons during the change process is therefore necessary to limit the resistances to it on one hand, and to improve the chances of implementing the process successfully on the other hand. This means intentional, targeted actions to assist persons who will be compelled to change their habits, values, way of doing daily tasks and routine, etc.. in order to align themselves with the new organizational strategy. In addition, and taking into consideration the globalization of the markets, it is essential to understand how to manage diversity, in a context of multi-cultural management.

An Integrated Systemic Approach is Therefore Essential

In the past, organizations conducted and implemented change without taking into consideration an integrated global approach. Old strategic planning models had their share of failure and mistakes. A change, even minor, could have a significant impact on the employees and partners. Numerous studies acknowledge this statement.

It’s only through a systemic approach with clear leadership, good listening to partners concerns, training, and a shared vision understood by all, that the organization will be able to succeed in its change efforts and will be able to thoroughly implement it over time.

* Be sure to quote sources if appliccable

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