Our Top 5 Strategies For Building Organizational Change Capability
Organizational change capability includes the ability to:
Plan, design and implement all types of change successfully (faster, better and with fewer resources)
Lead change while running the ‘day to day’ business.
Engage, enable and empower people throughout the change process
Recognize and minimize negative impacts to people and operations
Fully realize and sustain the intended outcomes from change
Continuously learn and improve
Building organizational change capability is a strategic priority for most organizations. Two decades of experience in leading change and developing high performing change leaders and teams have shaped our understanding of what it takes to build organizational change readiness and capability.
We believe the most successful organizations leverage their leaders to build their change capability. Leaders who are committed to continuously developing themselves and their teams and are trained to lead change and improvement have proven to be more effective change leaders than external experts.
Outlined below are 5 strategies that we have trialed and refined for building change readiness and capability in healthcare and businessenvironments.
1) Position leading change and improvement as a crucial expectation of leadership at all levels. Integrate change leadership skills into the organization’s competency model and talent strategy.
2) Deliver ‘just in time’ change leadership education that prepares leaders for role specific responsibilities in leading planned transformative change and daily continuous improvement.
Fundamental to this education is that being smart and business savvy is important but it is not enough. To be great, change leaders also need to be ‘brain savvy’. We believe that brain savvy change leaders can optimize their individual performance and develop high performing change teams.
Leaders do not need to become neuroscientists but change leadership development based on solid brain science is relevant and high impact for leaders, teams and organizations. Brain science unlocks the mysteries of high quality thinking, optimal performance, attention regulation , memory, learning and behaviour change and can accelerate the growth and development of change leaders.
3) Implement a change leadership model and methodology that reflects the essential and most challenging work of change leaders - leading people through change and to new levels of performance.
We know that leading change well requires leaders to understand the dynamics of planned change and daily continuousimprovement, how to design and implement change and improvement efforts to optimally engage people, how to lead people in a way that fosters learning and high performance and how to apply insights from psychology and science that underpin emotional reactions, motivation and resistance to change.
4) Develop organizational leaders as teachers and coaches who develop people, solve problems and make improvements every day.
5)Train everyone in the scientific method of problem solving and the fundamentals of improvement to realize new levels of change capability and a culture of continuous learning and improvement
We deliver brain based, coaching, consulting and training services to develop ‘brain savvy’ change leaders and change ready teams.Brain savvy change leaders apply evidence-based, “brain-friendly” strategies to build organizational change capability and enable everyone’s best thinking and performance.
