Change Management | We are your problem solvers
More important than you may think
Over the last 30 years,
each of the Principals at OD Performance Partners has been involved in significant change management initiatives. Principal Sterling Price has worked on projects from the largest defense contractor in the country to a 135 year-old family business. The team at ODPP knows from experience that large organizations have more players involved than small organizations, but the key elements to successful change is the same. Some of those factors include:
• The top executives have to have total buy-in to what’s going to happen
• You have to have the right people on the bus in the right seats
• Everyone has to be moving toward the same vision of what the company will be
• Communication about what has happened, what is currently going on, and what will happen is critical to the initiative.
Effective application of change management increases the success rate of organizational changes to as high as 96%
Research has shown that projects with excellent change management effectiveness are 6 times more likely to meet or exceed project objectives. Change management increases the success of organizational change and project initiatives by applying a structured framework of methods, tools and processes managing the change from a current state to a future state. Regardless of the scale of change, applying a change management framework increases the probability of staying on schedule and budget, resulting in higher benefit realization and ROI.
There are several tools that play varying
roles in making effective change happen:
At ODPP, we have to have a real understanding of the leadership team and what drives them. This is where Principal Christopher Riley’s Natural Motivation Matrix comes into play. It provides us information about the key players’ behaviors and helps Principals Randy Lowry and Sterling Price when they are coaching them through this initiative. Leadership coaching is a critical element in this process.
We need a strategic plan that everyone buys into so that everyone is moving in the same direction. When it appears that the key stakeholders are getting off track, Christopher is able to step in and put the train back on the track.
Communication is the life-blood of any organization. A communication plan is essential to ensure that the right information is being shared with employees at the right time.
If we need to bring in new leadership, we need them to be productive as soon as possible. Research shows that 40 – 50% of new leaders are failing within the first two years. It also shows that, even for the successful ones, it takes 6-9 months for them to be making a positive impact on the business. We can’t afford either of these to happen. Our New Leader Integration process is designed to increase the success rate of new leaders and to reduce the time it takes them to be productive.
A Crucial Skill For Success:
Everyone needs to be a change agent, regardless of hierarchy or rank. Leaders and employees must expect more from each other. They should all be expected to think differently, be forward thinking, challenge the status quo and be potent pioneers. We live in a world of business where the ground rules for success are changing frequently. Our workforce can no longer wait around for those in higher authority to demand change; everyone must activate their full potential and that of others – well before circumstances force their hand.
To be certain that you never allow your change management skills to lie dormant, you must think like an immigrant. In 2013, New York Times columnist Tom Friedman shared five ways to succeed in life and work. Number one was, “Every day in every way, think like an immigrant. You better figure out what’s going on in this world and you better pursue it with more rigor and energy than ever. Immigrants are paranoid optimists and always stay hungry.”
FROM FORBES MAGAZINE
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St. Louis Office
Sterling Price, Principal
Christopher Riley, Principal
Office: 646-470-2380 - NY
Office: 636-388-8733 - STL