Most attempts at organization change fail.
Even if the change is eventually successful, the cost is often far higher than necessary. Those costs include complaints from people who feel threatened, the damage to trust from those who were surprised or blindsided, the need to resolve conflicting priorities, lost opportunities from miscommunication, and others.
In my 30 years of helping organizations, the most important part of change happens upfront, before the change is implemented. And it involves getting the relatively few people in key positions to agree to the change, to understand how the change serves their self-interest, and to be able to effectively sponsor the change both publicly and privately. To get change right, take the time upfront to prepare for success.
© Bob Legge 2014 All rights reserved