Case Studies
Overview:
Lack of Organizational Growth
A business unit in a large organization was facing a challenge on how to gain the momentum they needed to be able to accelerate towards their newly defined revenue objectives. The challenge for them, however, was that the closer they felt they moved towards this goal, and the wins they would gain, momentum seemed to slip away time and again. Despite best efforts and best intention to implement the latest concept, or digest the newest growth literature on the market, the reality remained that it was always two steps forward and three steps back.
Challenges Faced
- Lack of organizational growth
- Lack of clarity on what impeded growth
Solutions Implemented
- Eliminate discrepancies among team members that inhibits the organization from moving in the direction and towards the goals they wished to achieve
- Asked key clarifying questions to plan and propel change
Solution:
Create Clarity
The success of today’s modern organization depends on more than the simple reliance on the latest trends and concepts. Today, traditional methods of incremental expansion and innovation are not sustainable for business growth. Growth in today’s market requires a long-term, forward-facing vision that serves as the foundation for a company-wide strategy. To successfully achieve these overarching goals, companies need to execute decisions quickly and effectively. Organizations need to adapt to the changing climate or face becoming irrelevant. But it is not enough to prescribe change and expect it to happen, creating change within an organization takes hard work and an understanding of what must take place for change to happen.
There are six simple but critical questions that we worked to answer, eliminating all discrepancies among team members that was inhibiting the organization from moving in the direction and towards the goals the wished to achieve:
Questions to Ask
- Why do we exist?
- How do we behave?
- What do we do?
- How will we succeed?
- What is important right now?
- Who must do what?
Final Thoughts: What Did We Do
Philosophically, change is the only constant in the world. Every now and then, organizations change the way they operate and the services they offer. There are new initiatives in organizations, and the old, ineffective practices are forced to leave. Additionally, technology is constantly changing, and organizations need to stay on par with that as well. There are many approaches to change. Of course, we may all agree that change is required for an organization, but can we all agree how the change should take place? Usually not! Stability in the market is no longer the primary objective of most senior management in any organization. Instead, technological advances, innovation, and local and global competition have led to a shift in focus towards managing the complexities of change.
The success of a change strategy, such as the one this leader and his organization were going through, was largely dependent on the people within the organization, and it is the role of leaders and managers to help them navigate through it… or provide clarity.
An organization has a significant advantage in achieving its objectives when it has clarity. Clarity is achieved when the organization is whole, consistent, and complete. When its management, operations and culture are unified.
Creating clarity at the executive level is essential to building and maintaining a healthy organization. While this may sound overtly simple, it is often a “Blindspot” within many organizations as they seek to build and execute the change they wish to see.
Having trouble implementing changes you want to see in your organization?
Ask some of these key clarifying questions:
Do you understand the forces making change necessary?
Without this understanding, it can be difficult to effectively address the underlying causes that have necessitated change, hampering your ability to succeed.
Do you have a plan?
Without a detailed plan and defined strategy, it can be difficult to usher a change initiative through to completion.
How will you communicate?
Successful change requires effective communication with both your team members and key stakeholders. Designing a communication strategy that acknowledges this reality is critical.
Have you identified potential roadblocks?
While it’s impossible to predict everything that might potentially go wrong with a project, taking the time to anticipate potential barriers and devise mitigation strategies before you get started is generally a good idea.
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