Monitoring and adjusting;
Cementing the change
Managing and developing
leaders during change
Helping companies
prepare for change
Understanding leadership roles & how
decision making shifts
Mapping out the
work of the work
Transformational Change Practice
Equipping leaders to positively wield the power of disruption during big change
To stay ahead, companies must evolve…and evolve again…and again…Yet, even the most strategically and organizationally agile companies struggle with implementing change that demands horizontal or cross functional change.
Organizational structures, decision-making processes, organizational power, culture, business processes, and systems are all designed to support the existing system, not a new one.
Many change practitioners approach transformational change the same way they handle technical change – and that’s where they get it wrong. Big change impacts multiple areas of the organization.
Hard
Harder
Hardest
Technical Change - more knowns than unknowns
Requires traditional project management and change management principles .
Adaptive Change - more unknowns than knowns
Requires a high degree of communication and change expertise along with technical expertise for cross functional alignment.
Transformational Change - both knowns and unknowns
Requires expert level change management support for cultural evolution over time that changes behaviors.
You cannot PMO your way through big change
ROIG’s 24 Laws of Leading Transformational Change was birthed out of working as experienced practitioners implementing adaptive and transformational change as well as research and study. They are a highly effective and practical antidote to implementation challenges.
​
These laws help leaders navigate from strategy to planning and all the way to execution and evaluation, ensuring the change sticks…if change doesn’t stick, evolution can’t happen. By leveraging ROIG's 24 laws, leaders can anticipate, identify, and effectively manage specific the big components of change in more bite-sized, digestible ways.
​
Change is hard because people overestimate the value of what they have – and underestimate the value of what they may gain by giving that up.
James Belasco & Ralph Stayer, Flight of Buffalos
When a transformational change is successful, there is an alignment of strategy, talent, and culture. Even if the goal is to "keep up with the market," constant adjustments need to be made in one or more of these areas.
Changing things touches all other things. And for those doing organized strategic planning, stated objectives alone is never enough. Research tells us that leaders are materially gapped in the science of leading this type of work. And those gaps need to big mistakes.
Research tells us that leaders are materially gapped in the science of leading this type of work. And those gaps need to big mistakes.
The 9 Biggest Mistakes Leaders Make During Times of Change:
1
Assuming change is technical vs. adaptive or transformational
2
Applying the wrong change approach
3
A lack of a sober and complete understanding of the change
4
Not moving fast enough and not taking on enough
5
Assuming the existing system will be able to lead a “change the business” program
6
Under-thinking and under-valuing the role and the selection of the “change master”
7
Leadership not investing enough time working together to connect strategy to execution
8
Insufficient on-purpose development to help leaders tune ears to resistance
9
Failure to swiftly identify & remove people, process, technology obstacles
Our Approach
Managing transformational change goes far beyond the red-yellow-green dashboards, some communication and a few training sessions. Ensuring that the right people are doing the right work in the right way at the right time is really difficult. Every touchpoint needs to be considered to ensure change happens in the entire ecosystem.
-
Expert facilitation to create focus and alignment on strategy, planning, and execution elements
-
Cultural accelerators and barriers identification
-
Use the 24 Laws of Leading Change to build a customized Change Playbook to move from strategy to planning to execution
-
Use proven approaches to connect strategy creators with those impacted to identify and close the gap between the current and future state.
-
Risk identification and mitigation planning
-
Overcome change resistance and apathy
-
Dynamic training & development of those directly and indirectly impacted by the change (from leader to line level)
-
Strategic communications using our One Voice Media frames and tools
​
ROIG’s system of transformational change helps companies create the right momentum to sustain the change long-term...and ultimately achieve the right outcomes.