Transformation & Change
Most organizations want to manage change on their own. But too often these organizations significantly underestimate what it takes (and costs) to overcome internal resistance to successfully implement a major change. Adaptive and transformational change have more unknowns than knowns and require different skillsets and actions for cultural evolution. ROIG leverages a three phase approach to ensure lasting, effective change, avoiding the most common reasons for failure.
Phase one:
Prepare for change
Abraham Lincoln was a voluminous writer, penning thousands of speeches, debate arguments and letters. And he lead during a time of incredible transition. One of his quotes sums up transformation change. "A compass will point to true-north from where you are standing. But it's got no advice about the swamps and the deserts and chasms that you will encounter along the way. If we are heedless of obstacles and sink in the swamp, what is the use of knowing truth north?"
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To help anticipate the unknowns, ROIG conducts a change readiness assessment, looking for clarity and alignment to the overall vision, accelerators and barriers to change, and resistance and apathy indicators.
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We then do a gap analysis on skills, knowledge and abilities, as well as structural opportunities and culture.
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Phase one wraps with a change playbook, addressing the head, heart and hand elements to change as well as a strong communication plan.
Phase two:
Grapple for change
Phase two focuses on alignment, planning, and measurement.
Organizationally, we look to ensure there is a change governance process in place and that the right people are in the right roles, supporting the work. A key part of this phase is incremental learning, supported by listening sessions.
Action planning supports the maturation process, not only tracking advancements, but also training and ensuring talent needs are supported.
Because transformational change impacts individuals differently, this phase also tracks and apathy and resistance.
Phase three:
Cement for change
Phase three moves to monitoring, enhancing and redefining.
We cannot just assume that because we declared and launched a change effort that the organization will natural mature into a desired future state. Phase three identifies areas for enhancement and evolution. It also mitigates back-sliding with continued action planning and self-management.
Phase three also includes documentation and embedded standard operating procedures to ensure new ways of working are documented and memorialized.
ROIG provides a holistic change collaboration model.
We blend the academic & the practical to ensure change migration happens quickly…and that it sticks.