Enables Greatest Results with Least Disruption to Operations and People
Outcomes
- Clarity about how you will govern change and make decisions
- Agreement on required change roles, who will fill them, and how to back-fill their operational responsibilities
- Aligned executive and minimized political issues
- The reality and priority of the change is cemented in people's mind
- The change is organized for success
Issues Addressed
Without clear and effective change governance, predictable power struggles, conflicts and confusion arise. Priorities become unclear, politics and power-plays about resources escalate, and people get confused about who makes what decisions. Inevitably, conflict occurs between those running the change and those attempting to continue to run operations effectively.
Clearly defined and communicated change governance keeps this mess from occurring.
Approach
Our method is a long-standing best practice in organizational change. We start with a time-tested set of change roles and responsibilities, that are customized as needed to fit each client's needs. These roles establish a parallel governing and decision making structure for the change that is distinct, yet integrated with your operational management structure.
All, or a subset of these potential change roles will be established depending on the complexity of your change:
- Sponsor
- Change Process Leader
- Change Leadership Team
- Change Initiative Lead
- Change Project Team
- Change Consultant
Decision-making responsibilities, styles and processes are also clarified to ensure that everyone knows who owns what decisions, who will input to them, and who will be informed. The authority for change and the interface between the change governance structure and the operational management is also clarified. This ensures both can run smoothly throughout the lifecycle of the change and minimizes predictable conflicts.
Call us at 970-385-5100 to discover how to establish the most efficient and effective governance structure for your change. |
