The changing organisation
Building in benefit led change as the norm
Why is change always such a shock?
Why do organisations always consider change to be a project to move from A to B?
By now it should be obvious that the one certainty of organisations is continued and continuous change. What worked yesterday is probably not going to work tomorrow; there needs to be an ongoing evolutionary change throughout the organisation to match a changing world.
At the same time change can bring disruption to an organisation. There is little chance for individuals and teams to become practiced in performance if the ground is shifting under them. In general most people tend to desire and feel comfortable with the status quo.
The solution is to stop implementing adhoc changes and instead to view change as a service to the organisation, akin to finance or marketing. This group seeks to implement approaches which foster change across the organisation, and to implement and guide specific activities which evolve the operation of the organisation, both to improve it and to match the external world.
Key is the continually updated understanding of the organisation as a whole, and the timing and integration of different changes to match the demands of the organisation. Changes are coherent with each other and are set at opportune timings throughout the year.
Key benefits of the AlphaStep 'changing organisation' concept are:
- Routine not extreme Change is no longer a one off departure from the normal operation of the organisation, it is the norm. Change is integrated into how the organisation does business and is managed as any other function.
- Integration Changes are timed and structured so as to be reinforcing and compatible. Instances of 'too much' change or contradictory changes are reduced.
- Agility With change as a constant, the emphasis is no longer on an organisational structure or culture which seeks the stable. Every aspect of the organisation become more agile.
- Cost effective The benefits of change to the organisation are balanced against the disbenefits. No longer are changes advantageous to one department at the expense of another. Changes are considered in the round.
- Coherence Changes have to work across the entire organisation to be considered optimum. No longer can the finance department make changes to simplify their tasks by make others impossible.
& Objectives
Mapping
Concepts
Profile
& Process
Planning
Support
Our Approach
At AlphaStep we focus on:
- Supporting the formation of the core change team, selecting the right personnel and helping install the right culture and approach.
- Setting the base methodology and processes
- Mapping the real processes and connections within your organisation as a baseline to future changes and improvements.
- Defining the highest level aims and values of the organisation with the key stakeholders to ensure there is a match between reality and belief at the start.
- Supporting the group as it learns and develops, pointing up areas for action and common change approaches which can enhance benefits.
Obviously, such a group must be benefits led. We therefore work together with the organisations board to set long lasting and robust aims, desired benefits and metrics with which to assess and guide progress.
The above quick outline of the AlphaStep change organisation solution. If you have questions or would like to discuss further, please contact us and we will be happy to help.