How ready is your organization for change?

How ready is your organization for

change?

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First, a Definition of Terms

1. Change (an event): is situational and is external to us as an individual

2. Transition (a process): an internal psychological reorientation

Something old stops

Change

Something new begins

TRANSITION

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Linkage Point of View: The Changing Landscape of Change

Change Is the “New Normal”Vast majority of organizational change initiatives underperform or even fail, and those that are successful often fail to be sustainableOrganizations no longer manage one change effort at a time; rather, change efforts comprise a complex portfolio of strategic initiatives as part of a larger, enterprise-wide transformation

– M&A, New Competition, New Markets, New Products, Globalization, Technology, Diversity & Inclusion, Multigenerational Workforce, Operational Efficiency

Three Major Obstacles to Transformational Change *• Lack of Confidence in Leadership stemming from:

• Change Fatigue – 65%• Inability to create and execute against a strategic agenda for change – 48%• Top-down approach – 44%

* Katzenbach Center:” Survey on Culture and Change Management, 2013

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What does it mean to be “Change-able”?

Change-ability: The quality of being changeable in direction; the advancement toward better conditions, policies or methods

The “Change-able” Organization: The ability of an organization to define, launch, implement, and sustain all types of change effectively with committed champions at all levels, minimizing the distress and disruption to the people and operations, so that desired business results and organizational culture mesh seamlessly as the business meets or exceeds its stated goals

©2011.



Is your organization “Change-able”?

Your organization is “Change-able” when you can answer yes to all of the following statements:

In my organization:• Leadership has an aligned and compelling change agenda• Leaders are transparent and communicate frequently• Trust in leadership and one another is strong• People understand and buy in to the change• People come to this change free of old baggage• Managers support people during change• The workforce is engaged and committed

©2011



The DNA of a “Change-able” Culture

• Accountability• Agility• Alignment• Authenticity• Authority• Clear Vision• Coaching• Collaboration• Commitment• Communication• Creativity • Diversity

• Empowerment• Emotional Intelligence• Execution• Inclusion • Strategic Focus• Systems Approach• Tactical Execution• Teamwork• Trust• Transparency• Universal Purpose

Like a strand of DNA, a “change-able” culture’s genetic structure is made up of a combination of 23 components:



So just fix those things and change will come, right?

Not exactly. All change efforts take time. The duration depends on how quickly the team adjusts (transitions) to the change. To be successful, you must understand transition and prepare for the depth of impact it will have on your employees:

Ending of the old

Neutral Zone

Beginning of the new

Time

Pre-Transition Performance

Prod

uctiv

ity

Duration D

epth

Post-Transition Performance



Why does this matter to your organization?

The United States Department of Labor estimates that employees are productive for 6.5 hours of their workday

During times of change that productivity can drop to as low as 3.6 hours a day

Just to make a point, let’s say your organization is losing one hour of productivity per employee each day and:

• Employee average hourly salary is $25 USD• You have 1,000 employees • Transition time takes six months; 120 days

That’s a total of $3 Million lost



The 100% Solution

Successful change efforts pay attention to both the operational and structural side of change and the people side of change (transition)

Strategic Planning

Change Leadership

Transition Management



Linkage’s Six-Stage Change Process



What happens when one of these stages is skipped?

Common Vision Communication Barriers Removed Progress Reinforcement Complacency

Not Important/ Confusion/ Misalignment

Inaction/Confusion/Resistance

Frustration

Cynicism/Loss ofMomentum

WastedEffort

CHANGE HAPPENS

Communication Barriers Removed Progress ReinforcementCase

Common Vision Barriers Removed Progress ReinforcementCase

Common Vision Communication Progress ReinforcementCase

Common Vision Communication Barriers Removed ReinforcementCase

Common Vision Communication Barriers Removed ProgressCase

Common Vision Communication Barriers Removed Progress ReinforcementCase



Six Critical Factors for Successful Change

1. People understand and buy in to the change

2. Leadership is committed and transparent3. People come to this change free of old

baggage4. Trust in leadership and one another is

strong5. Managers support people during change6. The workforce is engaged and committed

Better understand and assess your organization’s readiness for change with Linkage’s Organizational Change and Transition Readiness Assessment (OCTRA). Learn more at www.linkageinc.com/change.


http://www.linkageinc.com/change


Linkage’s Strategic Change Advisory Services

What Sets Us ApartOur strategic approach to change focuses on both the organizational change process and on your employees’ ability to embrace change and successfully “transition” to a new state of change. This serves as the foundation to Linkage’s comprehensive suite of change and transition products and services which include:





About Linkage

Linkage works with leaders and leadership teams worldwide to build organizations that produce superior results. For over 25 years, we have delivered on this promise by strategically aligning leadership, talent, and culture within organizations globally. We do this by providing strategic consulting on leadership development and talent management topics and through our learning institutes, skill-building workshops, tailored assessment services, and executive coaching. Linkage is headquartered in Burlington, Massachusetts, with operations in New York and San Francisco, and outside the US in Athens, Bangalore, Brussels, Bucharest, Buenos Aires, Hong Kong, Istanbul, Kuala Lumpur, Kuwait City, Mexico City, Sao Paulo, Seoul, Shanghai, Singapore, and Sydney.

Linkage200 Wheeler RoadBurlington, MA [email protected]@LinkageInc


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Leadership & Management

How ready is your organization for change?