Organizational Change and the Step-family

If life is like a box of chocolates, organizational change is like a relationship—and the step-parent is the change consultant.

I lived with teenage boys, via relationship with their father, and I learned all I need to know about organizational change from the experience.

Sponsorship. Having the primary sponsor aligned to the project vision is not a nicety, it’s a necessity. If your sponsor is providing lip service to the project, but not demonstrating commitment through actions, it will mean trouble later. Stop and fix this first.

The Project Team. The project needs a team working together towards a clear vision. And they should be in general agreement on what the vision is and how to get there. Yes, fluidity is important, but let’s agree that general alignment is a good thing.

Communication. Constant communication is paramount to the success of every change initiative. Period.

Resistance Management. This is where a consultant can be extremely valuable…if you let them. It’s easier for an outsider to take a non-biased look at the project and make sound recommendations. Be open to implementing your consultant’s plan.

Stakeholders. Getting stakeholders on board with a sound What’s In It For Me (WIIFM) is great strategy, just don’t expect them to right away. Change takes time. An ace consultant preps their sponsor for this—and a valuable sponsor trusts their consultant.

So there you have it. No complex diagrams. No new jargon. I think I’ll coin it The Relationship Methodology.

If life is like a box of chocolates, organizational change is like a relationship—and the step-parent is the change consultant.

Shannon Vasko is a natural born planner with a passion for strategy and integrated communications. © MI Compass Services

Sponsors and Change Management
Photo by Vera Arsic on Pexels.com
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