Transformation and Organizational Change Management (OCM)
Most organizations want to manage change on their own, but they often underestimate the effort (and cost) required to overcome internal resistance and successfully implement major change. Adaptive and transformational change involve more unknowns than knowns and require different skill sets and actions for cultural evolution. ROIG uses a three-phase approach to ensure lasting, effective change while avoiding the most common reasons for failure
Phase One:
Prepare for change
Abraham Lincoln, a prolific writer and powerful speaker, led the nation through a period of profound change. In the Spielberg movie Lincoln, the president offered an analogy for leading transformational change: "A compass will point you true north, but it won't show you the swamps between you and there. If you don't avoid the swamps, what's the use of knowing true north?"
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To help anticipate the challenges and 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 with 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 facilitated 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 the 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 naturally 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.