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Building Sustainable Change Adaptability

By Marc West on June 10, 2013

There is an increasing need for organizations to be able to adapt their approach to managing change within organizations, whether for managing system implementations , restucturing, culture change, practice and procedure changes, or change from mergers, and aquisitions

In today's increasing market pressures the ability to manage the speed of change is critical for any organization, so as to be able to build high performance, employee engagement, and align the cultures values, with behaviours of the organization. The purpose is to enable organizations to be able to adapt on the fly versus constantly believing they are change ready.

Why is this important?

Change comes at a cost, both to employees time, frustration from adoption and actual implementation costs. Improving the operational cost of change is critical to managing ROI from new practices, procedures and operating models changes that are made.

To enable this to happen organizations need to be able to make a paradigm shift from being “Change Ready” to becoming a “Change Adaptable” organizations, so that it is intrinsically a part of the DNA of the organization.

 

The 5 Key principles for building successful Change Adaptability are:

1.Build Change Adaptable Stewardship.
2.Build a Change Adaptable Culture.
3.Implement behaviors and skills that can adapt to change in the moment.
That are collaborative, manage key desicions, and adaptive to the context of change.
4.Build a holistic decision governance model that is able to manage change and make key decisions on what and when changes need to occur that is effective through out the different levels of an organization.
5.Implement results generating change tools and methods, where all employees build change adaptable behaviours and are agents for change, so as to manage the speed of adaptability of change.
      - Understanding and adaptive change behaviours
      - High performance change communications that deliver engagement and adoption from
        Awareness, Understanding, Expectation and Commitment to change.
      - Change Tracking, managing and tracking the pulse of the change curve, that is meaningful to the
        organizations operating model, culture and business.
      - DNA Stakeholder Management
      - Change Stewardship
Supporting Tools
 
Additional to support the change of the the DNA Supportining tools that provide an organiationa to adapt and provide in the moment business intelligence are key. Tools such as:
 
4G that provides the ability to build leadership, organizational social cohesion and culture changes.
 
 
Gamification tools that gamify the learning experience approach, so that learning is fun, and rewarding and drive  continous micro behaviours of change adaptability.
 
 
Change Adaptability Tracking is critical so as to build a constant pulse of the organizations ability to deal with change, this needs to be aligned with the development of softskills in the organizations so as to ensure that Change Adaptability Integrity is built grounds up within the culture and aligns with the leadership and employee vision.
 
 
 
What Impact will Change Adaptability create?
 

To manage Change Adaptability one needs a transformational framework that provides a comprehensive suite of tools, methodologies, behavioral change and learning development so that the organizations can build the intrinsic DNA practices and skills for Change Adaptability, link to the organizations performance and reward systems.

What are the First Steps?

Summary

  • No company is immune to global forces of change.
  • Success at managing change is an imperative to ensuring competitive edge and sustainability in today world of global change, acquisitions and mergers.
  • Costs of change are hurting organizations, as intrinsically their DNA is not change adaptable.
  • A  top down “do it to the culture” approach for Change is no longer viable means to manage the speed of change.
  • Building the skills for Change Adaptability in today's market is no longer something that organizations can leave to third parties, they need the intrinsic skills and competencys for change.
  • A holistic approach to building Change Adaptability is critical to success, incorporating a model that builds the intrinsic stewardship, culture, skills, behaviors, tools and methodologies and means to track and make key decisions for change today is an imperative.
HR process being hacked:Organizational Development
Change Adaptability

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