Main Steps to Lead Organizational Transformation

It has become absolutely necessary for business leaders to introduce change in their organization in the wake of latest technological and social developments. In fact, successfully leading complex change has become a core competency for most of the leaders at all levels of their organization. There are many experts that tell leaders how to operate but very few of them throw any light on how to lead successful organizational transformation. As a result, it is up to the leaders to learn methods and models necessary to be implemented in a changing organization.

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Factors that Drive Change:
From fast pace industry to outsourcing of different functions, there are many factors that force an organization to change with the passage of time. Some of most important of these factors are mentioned below.

  • Faster pace and extremely competitive environment in which the organization operates.
  • Increasing global business pressures as the world has become a global village.
  • Most of the companies now prefer to outsource most of their functions that also expedite the change.
  • Dramatic acceleration in innovation has considerably reduced the products’ lifecycle.
  • The drivers of the business leadership and success have been changed by technology and global interaction.

The Importance of Leadership:
The most important thing that can promote and manage change successfully in any organization is the leadership. Unfortunately, most of the organizations lack the leadership they need to succeed in this regard. Most importantly, the shortfall is often very large and it is all the way up and down the hierarchy.

In general, the success rate of transition program is disappointingly low that is less than 40%. However, there is no denying of the fact that certain motivational tactics will dramatically increase the success rate by promoting the successful outcomes. Thus, it can be said that motivational leadership is all an organization need to manage and lead transition process that has become an integral part of all the business not only in United States or Europe but across the globe.

The Importance of Situational Analyses:
In the context of above discussion, it is important for leaders to undertake the situational analyses in order to increase their chances of success. Following are some of the benefits of situational analyses.

  • It aligns all the key elements during the change process and as a result, increases productivity.
  • A situational analysis also helps leaders to identify misalignments and correct them.
  • It helps in proactively planning adjustments to all components.
  • It helps leaders in understanding and planning individual goals and values.
  • It helps leaders in determining how their behavior and actions are influencing the success of the organization.

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The Role of Innovative Leadership:
As discussed above, the innovative leadership increases the chances of successfully introducing and managing the change in an organization. Following lines explain what actually the innovative leadership is.

  • Innovative leadership means that the leaders consider everyone equal and treat their subordinates on merit and according to their skill levels, experience and performance.
  • Innovative leaders engage their personal intention and action in the organization’s culture and system in order to succeed and take the organization to the next level.

The Process of Leading Change:
Many leaders still find it difficult to manage change in the organization they are leading. These leaders need to be bit more innovative, creative and add their personal touch to the organization in order to lead and manage the frequent changes that have become the hallmark of modern businesses. Following is a 7 step process to successfully lead organization transformation or transition.

  • Create Vision and Urgency:
    First of all, leaders need to exhibit a creative vision and urgency by identifying high impact projects during strategic planning process. Subsequently, they have to access the foundation of the change followed by chartering the change.
  • Build Your Team:
    It is very important to build a team in which you trust and then determine the correct role for each member of the team. Your change management team might consist of a Steering committee, Project team, Change Network team, and Extended Team and Subject Matter experts. Before hiring the team, it is also advisable to identify a selection criterion. Finally, make plans for each team that are aligned with the project charter.
  • Access and Analyze Situation:
    After identifying high impact projects and hiring a change management team, you as a business leader have to assess and analyze the situation. You need to assess your own mindset and behavior, access the culture of the organization and its working style such as the impact of the stakeholders, users’ involvement and change initiatives being taken.
  • Plan Your Journey:
    It is now time for you to plan your actual journey after completing the primary work for successfully managing the change. In this step, you need to make plans like individual leader development plan, team development/effectiveness plan, culture change plan and project plan further incorporation overall project plan, change management, technology, process and risk management plan.
  • Communicate:
    Proper communication is vital for the success of any project including the organizational transition. Proper communication means that you have to maintain the top level commitment to the project, capture all audience, communicate with relevant targets in time, leverage project teams and deliver consistent messages. Furthermore, you have to solicit feedback and evaluate it, coordinate consistently with other project teams and eliminate overlaps and inconsistencies.
  • Implement and Measure:
    Now, you have to implement and subsequently measure your project plane for organizational change. In this step, you should create leader activity roadmaps defining clear monthly goals, track and manage “Day 1” issues and risks, stay involved in the project and visible, actively communicate with all stakeholders and finally, celebrate the successful completion of the project but don’t forget to manage the consequences as well.
  • Embed Transformation:
    Embedding transformation is the last step of leading organization change process. Your role in this step is to update training and employee orientation material, update job descriptions for roles that change consistently, review or update employee’s compensation and finally review and refine the compensation approach.

Above mentioned points explicably explain how to successfully manage change in an organization. It is important for business leaders to learn how to tackle with consistently changing organizations sooner than later if they want to perform better than their rivals. If they fail to do so, they will simple lag other organization by a long way and it will be virtually impossible for them to even stay in the competition.

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