CHANGE & TRANSFORMATION MANAGEMENT

Change Management has become ubiquitous but despite the inordinate amount of spend on change efforts, however, the statistics on change sticking hasn’t moved at all, particularly on adaptive change programs vs. technical change programs.  Perhaps that’s because change management needs a little change management…

 

Disruption and unpredictability are the name-of-the-game in today’s competitive business world. It is a business imperative for companies to be able to change on a dime…and that means figuring out a way to effectively prepare for change, grapple with change-in-motion, and cement change quickly and efficiently.  Today’s executives need to understand the key differences between a technical and an adaptive change program.  And they need real transformation solutions that help the company lock change in and make it last…

 

Our firm has deep experience leading transformation. Bringing a customizable approach with tested methods to make meaningful change that has direct and material impact on results.  Our consultants are trained in various change methodologies including ROIG’s unique approach to transformational change. 

 

No matter the change type, ROIG will only ever staff experienced practitioners who have been in senior leadership positions and who have been leaders in change efforts, those who have been change ambassadors and teach change, as well as experienced analysts.  These teams work shoulder-to-shoulder or provide staff augmentation or both, depending on client needs and readiness.  Some clients have even decided to outsource their C

hief Transformation Officer role and their entire transformation office to ROIG in order to accelerate value. 

Change Readiness Evaluation

Change Playbook

Accelerated Change Team (A.C.T.) Leadership Development Program

Change Governance

Change Readiness Evaluation

Change resistance happens because people believe change happens TO them vs. WITH them.  Counting solely on the leaders to be the only people driving the change in the organization leads to exhaustion at best, outright failure at worst.  And the statistics on change stick-to-it-ness are NOT good…and haven’t been since the inception of change management as a practice.

 

Not all change efforts are created equal…and not all teams are change-ready…so our consultants take the time to customize a change approach that meets the specific needs of our client and their program by using a change assessment.

 

Ask us about: 

  • Our proprietary change readiness evaluation

  • Our case study of moving 103 leaders from 96% resistance

Change Playbook

Abraham Lincoln once said (paraphrase) that if he had six hours to chop down a tree, he would spend the first four hours sharpening the axe…ROIG utilizes this perspective in managing change.  Change playbooks outline the following: where resistance and apathy live in the company, what kind of change will be employed (logical, cultural, directive, adaptive), how you communicate, how you coach, how you measure…. Each playbook is customized to the client’s change effort but uses tried-and-true change approaches as well as thought leadership.  Reviewing change through 3 lenses:  the lens of the enterprise, the lens of the team, and individuals (those who are directly and indirectly impacted) that produce a macro and micro level change plan that differentiates ROIG from other change practitioners.

 

Ask us about: 

  • Our case study of a national culture change that overhauled the company’s sales model across 2400 consultative sales associates in a ~$2B retailer

  • Our case study of evolutionary change that resulted in a company valuation move from $500m to $900m in a few short years

  • Our case studies of migrating a Human Resources department from transaction to transformational

Accelerated Change Team (A.C.T.) Leadership Development Program

Most clients opt to outsource their transformation management office…but inevitably, we are asked by the CEO how he | she can bring change leadership in house.  The first step in that endeavor is building a typically nescient (and really hard to develop) muscle in the organization around transformation leadership.  This requires on-purpose training and coaching that teaches leaders theory, frames and techniques but that puts them in positions to lead change and receive shoulder-to-shoulder direct coaching while they do so…. “It’s like getting an MBA in change” one of our clients (a COO of a multi-billion dollar company) said of the program. 

 

Ask us about:

  • Our Ignite program that encompasses a full focus on change across several levels in the organization

  • How we identify and select top talent for solving key business problems through side-by-side development

Change Governance

Changing the business while running the business is extremely difficult…but it is essential for today’s executives.  Without the proper governance, it is impossible.  Through its experienced facilitation, frames, and 100-day rhythms, and its Laws for Managing Change, ROIG shepherds executive teams through the most difficult change programs…while never losing sight of the running of the business.  Great governance includes focused topics on key change initiatives, measuring change migration, and aligning on key communication messages and how they should cascade.

Ask us about:

  • ROIG’s white paper (soon to be book) 26 Laws of Managing Change

  • How ROIG works with clients to determine whether outsourcing or in-house development makes sense based upon the client’s unique needs

  • Our Case Study on managing a multi-year, large-scale change for an Australian Retailer

  • Our Case Study on managing large-scale change for a Financial Service Company who went from trading at $17 per share to $39 per share (its historical peak) through skillful change management and internal & external messaging

  • ROIG’s approach to dynamic, change-centric one-voiced communications

Learning & Development