Change is hard. Any kind of change. But transformational change takes it to a new level, largely because we must overcome the inertia of our past successes. Transformational change requires counter balancing forces to change the orthodoxy in companies. ROIG has studied the challenges associated with change. The Laws were developed as an antidote to these implementation challenges.
John Kotter famously stated in his book “Leading Change” that ~70% of all change initiatives within companies fail. But why?
Organizational structures, decision making processes, organizational power, culture, business processes, and systems are all designed to support the existing system, not a new one. Working as experienced practitioners implementing adaptive and transformational (aka cultural change), ROIG has studied the challenges associated with change. The Laws were developed as an antidote to these implementation challenges.
Transformational change is by its very definition disruptive. Even the most strategically and organizationally agile companies struggle with implementing change that demands horizontal or meaningful cross functional change. ROIG developed 24 laws that detail what needs to occur in a successful change effort.
Let's talk about the gap between strategy and execution.
Less than 50% of companies even have a stated strategic plan (per research conducted by PDI). Only 3% of executives say they were successful at executing their strategic plan (according to Forbes). And 95% of employees say they either don't know or don't understand the company's plan (as stated by Harvard Business School research).
But why is this the case? Strategic planning is one of the most highly criticized processes by leaders the world over. It is often viewed as a waste of time. Overly bureaucratic. Far too political. And completely out of sync with today's fast paced, ever-changing environment. Strategy business planning is often seen as an enemy of agility.
However, the answer isn't to toss aside strategic planning. Rather it is to reinvent the strategic planning process so that it makes sense and connects to execution, ultimately ensuring that every employee can write themselves into the company story. Great strategic planning creates agility. It doesn't destroy it. This is especially necessary when strategies are transformational in nature.
Inspiration for the laws
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. For effective change, the stars need to be aligned. Triple alignment of strategy, talent and culture. The triple crown. All things touch all other things. And for those lucky 50% doing strategic planning, strategy alone isn't enough.
Five key areas of transformational change
Each of the 24 laws are mapped to one of five key (overlapping) areas:
1 - Organizing and preparing for change
Law of the Compass
Law of the Cryptex
Law of Pace and Digestion
Law of Sequencing
Law of the Umbrella
Law of Gravity
2 - Change leadership roles and decision-making
Law of King Arthur and the Knights of the Round Table
Law of Cabinet Solidarity
Law of the Ringmaster and the Jugglers
Law of the Ring
3 - Defining the work to be done (planning)
Law of the Hammer
Law of Execution
Law of Unintended Consequences
Law of the Elephant
Law of Inertia
4 - Managing and developing leaders
Law of Ptolemy (Resistance)
Law of Machiavelli (Apathy)
Law of Opportunity
Law of Eat Me!
Law of Survival
5 - Monitoring and adjusting (execution)
Law of Good Intentions
Law of Momentum
Law of the Pig Pen
Law of the Telephone Game
Most leaders are materially gapped in the science of leading this type of work holistically. By leveraging ROIG's 24 laws, leaders can anticipate, identify, and effectively manage specific elements of change over the lifecycle of change in more bit-sized, digestible ways.
Each of the laws outlines the organizational need and corresponding challenge, along with assessment elements, frameworks, tools, and steps to overcoming the challenge.
Interested in applying these laws to your next transformation? Contact us to learn more.