Organizational change initiatives fail at an alarming rate
The digitization spiral is driving tremendous changes in the ways businesses and other organizations operate. Many traditional organizations are beginning to accept, in theory at least, that they must either change or die.
Strategically managing organizational change is critical to implementing new programs and initiatives, and ultimately, to achieving an organization’s success. Still, organizational change initiatives fail at an alarming rate. This is because most initiatives fail to consider how changes affect the people in an organization.
To successfully implement change initiatives with Lediator, we are supporting organizational leaders to identify the need for change and communicate it throughout the organization.
Starting with company culture
When personal style does not match the organisation it can plug the gaps and be complementary
When it comes to starting the organizational change in leadership, do not be afraid to pick someone who goes against the grain. The best leaders are those whose style complements rather than matches that of their company because they are able to plug the gaps. A company that has a strong focus on getting things done to the detriment of employee relationships will benefit from a leader who prizes working together and communication.
We are helping The leader’s to assess what isn’t currently being handled by the culture and fill in the gaps, with your management team members,
We engage people at all levels of the organization – Successful change management happens at the bottom
We also engage people at all levels of the organization by involving them in the design of the implementation strategy.
Leaders must actively involve the people most affected by the change in its implementation. This will help ensure employees at all levels of the organization embrace the proposed changes.
Our Team approach
Our compelling story building
We are wary of expressions like “mindset change” and “changing people’s mindsets”
We are wary of expressions like “mindset change”, and “changing people’s mindsets” or “changing attitudes”, because this language often indicates a tendency towards imposed or enforced change, and it implies strongly that the organization believes that its people currently have the “wrong” mindset, which is never, the case.
Successful change management – Don’t mandate change, we ask staff for input
If people are not approaching their tasks or the organization effectively, then the organization has the wrong mindset, not the people. Change such as new structures, policies, targets, acquisitions, disposals, etc., all create new systems and environments, which need to be explained to people as early as possible so that people’s involvement in validating and refining the changes themselves can be obtained.
Whenever an organization imposes new things on people there will be difficulties. Participation, involvement and open, early, full communication are part of our project approach.
Management need to be able to tell a compelling change story that motivate employees.
We are helping your organization to develop the compelling story.
Management needs to be able to tell a compelling change story that motivates employees. Before you get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.
Our workshops are very useful processes to develop collective understanding, approaches, policies, methods, systems, ideas, etc. Storytelling can be a powerful tool when you want to drive organizational change.
Management training, empathy, and facilitative capability are priority areas – managers are crucial to the change process – they must enable and facilitate, not merely convey and implement policy from above, which does not work.