Organizational Change

What is Organizational Change?
The purpose of Organizational Change is to shift the structure of a company in whatever way necessary to build success. A plan for this change is developed by a leadership team that identifies the components of the organization that need to be transformed. This change may take form at all levels of the organization with focus on the individuals/teams that make up this unit.
Examples of the purpose for Organizational Change may be:

1. to determine the organization’s current level of effectiveness and develop a action plan to maximize success
2. to transform the organization culturally and operationally, building on current and developing new/different strengths and capabilities
3. to make the most of current and create future business opportunities
4. to develop planned change and enhanced teamwork so that all involved can support and fulfill the mission and goals of the organization
5. to identify the ‘critical few’ factors to leverage success, build effectiveness and teamwork
6. to enhance management and leadership skills
7. to improve the speed and effectiveness of interdepartmental business processes, policies and procedures

What is the process of Organizational Change?

With the assistance of the facilitator the team establishes the overall goal of the transformation. They then identify the specific areas of the organization that need to be focused on in order to leverage success and build effectiveness. This list is prioritized and the facilitator then assembles a proposal to suit the needs identified. The proposal is presented to the team and initiatives are formed.

The next step is the implementation of the initiatives. These may include workshops, group coaching session, individual coaching sessions, assessments and/or surveys.

The initiatives are revisited, evaluated and adjusted regularly as different phases are completed.

Components of Organizational Change include:

1. Mission Statement and Values – With the guidance of a facilitator a mission statement and values are identified that clearly and succinctly represent the enterprise’s purpose for existence and the positive characteristics that are upheld within the company’s culture. These goals become the model for behavior and when practiced across the company a cohesive body that works together for the same result is formed.
2. Coaching – focusing on individual and/or small groups that need to plan for change. Assessments may be used here to assist an individual(s) as they develop and enhance their abilities in the roles they manage. The purpose of coaching is tailored to each individual(s) according to the goals and expectations set. 
3. Leadership Development – Building a cohesive and effective leadership team through the use of assessment tools; talent review; succession planning and development plans.
4. Creating a Great Workplace workshop – this workshop is used to identify the current level of effectiveness within the organization through discussion. The four different types of Corporate Culture are introduced and used to assess where they think they currently are on this spectrum and also to consider where they aspire to be as a group. Once this is established commitment can be built with all employees to create the desired work environment.
5. Path to a High Performing Organization workshop – this workshop has been developed in order to unearth an organizations potential to build a workforce strategy that is driven by their business strategy. The idea that they can attract, develop and retain the right talent.
6. Margin Improvement System (MIS) – This process can create significant and ongoing improvements to operating margins. This can be achieved through the use of a strong business system that clearly states and reinforces how important it is that all employees improve the business by implementing changes that save resources. This system makes it easy for anyone’s idea to be considered, developed, and implemented and it shows appreciation to individuals for implementing new ways of doing things. Learn more about MIS
7. Organizational Assessment – This “check up” is a highly involved process that includes an employee survey, focus groups and interviews. The data from all aspects of this process are collected confidentially and a report is created. The results from this provide a very accurate portrayal of the organizations effectiveness at all levels in all capacities. This tool can be used departmentally or with the organization as a whole. Through this process challenges are revealed and priorities are identified. A plan can then be developed to restore and rebuild the area that is affected by the identified challenges.
8. Department Reorganization – Use a collaborative process to optimally design the department to support the organizational goals/strategy & customers.
9. Oxygen Project – A facilitator assists the management team to identify the important work flows/business processes that need improvement. A pilot project using one of the processes indicated is implemented. A working team is identified to map the current process and identify the problems that occur. A consensus building approach is used with the working team to create a new process.

How is Organizational Change helpful?

Ultimately the transformation of an organization when driven by focusing on the individuals that make up the organization, will elicit a positive outcome. People will be more enthusiastic about taking responsibility, they will feel more prepared and competent in their roles and this will directly affect the bottom line.