Mastering Changes

Mastering Changes

C

hanges in an organization were the exception in the past. Today they are more likely routine. Even so, changes should be made deliberately and intentionally and it is very helpful if they are supported professionally. We distinguish three basic varieties of change support programs. The decision which one is the best depends on the specific situation of the company or the unit.

What is your specific reality?

1. Optimization

This includes changes that effect only selected and isolated areas and which can be made within existing strategies and structures. Usually it’s about the consistent development of a certain strength, or to reduce weaknesses or solve specific problems. During such a change-process the basic structure of the company is not affected. In the course of such a process it may become clear that there is a need for a deeper change.

2. A change of pattern

Almost every business or entity has formed patterns of success in its past. Those patterns usually were the key to the survival of the system. If it shows that these historically developed routines are no longer valid, then it becomes necessary to change those patterns. Most of the times such changes affect the basic structure and the core values of the system.
A radical strategic repositioning, a reorganization of the structures and processes, a merger, a restart after a breakdown or a deep cultural change from strong internal competition to teamwork are some typical examples. Such changes offer a great opportunityfor the organization to increase its capacity to deal with transformation in the wake of the change process.

3. Proactive Renewal

Even without a specific reason, or a crisis on the horizon, a company or unit may decide to renew itself: developing new business segments, dealing with innovations and experimenting with future topics and integrating promising new ideas and procedures into their daily operations.

3U tips for your development projects

No organizational changes on the drawing board: it is about a social process that needs openness for the dynamics of a living system, and for the needs of human beings. Organizational change is a process that will always be characterized by unpredictability. Professional support from the outside increases the chances that goals will be achieved, or the company moves in the desired direction.

Keeping the whole system in mind even if it is “only” about parts of it: isolated change efforts will always fail. Whoever is striving for change, but is not open to a critical examination of the business context within the whole operation, should not change anything.

Smart step – one at a time: the time of big change programs is over. Not only because heavy and complex change projects are too slow in an environment that changes constantly but also because a lot of people have had negative experiences with big change programs which usually had nice sounding names, but did not fulfill what they were promising. They are missing credibility.
Set one step after the other instead – some smaller, some bigger – give yourself and your organization the opportunity to learn along the way and show with every step that you really take it seriously. We will support you.