The Three Pillars of Every Successful Change Management Plan

successful change management plan

It’s 2017, and your boss walks into your office and says, “We need to restructure four key departments: Finance, HR, Internal Communications and Information Technology into a centralized function to serve all the core business lines globally. The result of the restructuring is vital for our organization because it’s projected to increase our operating margins by as much as 5-6 percent over two years. I need you to lead this effort.”

It sounds like a good idea until you realize the change will involve 5,000 employees in those departments. Oy! Now that’s some way to bring in the New Year! In addition to a solid organization design strategy (hint-hint, stay tuned for my next article), you will also need a change management strategy and plan in order to transition the entire organization to a shared services model.

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Need to Shift Your Organization’s Culture? Here’s How to Drive the Change

Need to Shift Your Organization’s Culture? Here’s How to Drive the Change

An interview with Dr. Jim Ludema

Jim Ludema, Ph.D., is the director of the Center for Values-Driven Leadership and a Professor of Global Leadership at Benedictine University. He’s also an expert in organizational culture and values, and a globally-recognized pioneer in the field of Appreciative Inquiry. Here, we ask him about leading culture change.

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3 Steps To Becoming The Company Captain Without Sinking The Ship

3 Steps To Becoming The Company Captain Without Sinking The Ship

A CEO’s departure is like a captain leaving his ship. A smooth, amicable transition lets the company weather the storm; anything less destroys the boat.

“With the CEO gone, who will steadfastly guide us through choppy waters?” employees wonder. Will the fresh CEO be an adept navigator, adjudicator, and leader? Those closest to the outgoing leader might even jump ship with her, meaning new crew will have to be hired, too.

With proper planning, even the snowiest of CEO storms won’t knock the craft off course.

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How to Sell Change to the C-Suite: Tips from an Internal Change Agent

How to Sell Change to the C-Suite: Tips from an Internal Change Agent

Whether you’re a human resources director, learning and development manager, or vice president of talent development, chances are you’re reading this article because you believe in making your organization a better place to work. But, there’s a common challenge that internal practitioners face.

For example, you just left a meeting with your C-Suite discussing their concern with employee engagement survey results. The C-Suite thinks they don’t have the right talent on board. You think it’s an opportunity to establish a learning culture and a robust professional development program. What do you do?

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5 Lessons About Culture Change from the Bottom-Up: The Culture of Builders Within the University of Michigan Health System

5 Lessons About Culture Change from the Bottom-Up: The Culture of Builders Within the University of Michigan Health System

Guest article written by Levi Nieminen, Ph.D.

In a previous article for the Transform series, I wrote about the work that is ongoing within the University of Michigan Health System to empower a group of Cardiology Fellows to build the program, training experience, and culture that they want, a concept the Program’s Director, Dr. Peter Hagan, has described as a “culture of builders.”

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How Culture Change Fuels Digital Transformation: Lessons From Westpac New Zealand

How Culture Change Fuels Digital Transformation: Lessons From Westpac New Zealand

As most any business leader will tell you, change can be tough. Leading change in large, established organizations can be downright painful.

This shouldn’t be surprising. Well-established organizations have developed a certain level of cultural “inertia”—a certain way of doing things that have served them well for many years. And this may be all the more true in heavily regulated industries, like banking and finance.

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5 Steps to Successfully Implement Organizational Change

5 steps to successfully implement organizational change

The Government Accountability Office recently reported that the pilot program for the DATA Act, passed in 2014 to increase savings and transparency in federal spending, is still not up and running.

The pilot program had not yet specified a methodology or data to be collected, and its outcomes are unlikely to be scalable. To avoid missteps like these, federal agencies need a change management strategy that involves gathering evidence, meticulously outlining goals, and testing iteratively.

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4 Ways to Keep Employees Tuned In as Your Company Scales Globally

4 Ways to Keep Employees Tuned In as Your Company Scales Globally

A global expansion can be a company’s greatest triumph or its most difficult period. Moving into new markets can mean increased reach and revenue. But if you focus too much on the big changes to your bottom line, you may end up with disgruntled employees working hard just to keep pace with this rapid growth.

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Apply a Military Mindset to Make Your Business Less Fragile

Apply A Military Mindset To Make Your Business Less Fragile

From startups to the federal government, no organization is immune to the unpredictable.  We’re only halfway through 2016, and the U.S. Department of Defense is already tackling a range of complex challenges: battling the Islamic State group, combating domestic terrorism, and ensuring that key initiatives receive sufficient funding. And the impending presidential administration change will bring new priorities, regardless of who wins the White House.

Without a crystal ball, the department must develop solid strategic plans to achieve its goals this year and beyond. These techniques are based on military ideas, and you can apply them to your business, too.

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How Pattern Disruption Prepares Your Team for Unexpected Change

How Pattern Disruption Prepares Your Team for Unexpected Change

We are living in a world of constant change. Rapid technological advancements, the rise of the ‘Gig Economy’, and the changing face of today’s workforce are all putting more pressure on organizations to adapt and thrive in a business environment that never sits still.

To keep up with this ever-changing environment, organizations must remain flexible. The world is changing all around us, and falling into the same old patterns of operating becomes increasingly problematic as time goes on. Sorry to bring the bad news. But don’t worry; there is good news on how to handle this.

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