In a change environment activities overlap, taking place concurrently across different groups of employees, causing considerable strain on the management group to “hold it together.” As a consequence very little to no time is devoted to developing the requisite new management skills, behavior, or philosophy (values). Indeed, most organizations are not equipped to provide the necessary strategic planning and culture change interventions that include retraining and refocusing their organization to new strategies, systems, structure, processes, culture and, of course, new behaviors for the individual or self.
Implementing a change initiative is difficult under the best of circumstances. It is often made more so when it is attempted without a clear, integrated, vision-driven strategy to focus and align the organization. More often than not, a change initiative attempted piecemeal results in contradictory activities that send conflicting signals to the organization and its stakeholders effectively stopping the initiative in its tracks as employees and other stakeholders mark time waiting for clarification, losing morale and momentum in the process.
To avoid these conflicting messages Tectonics has outlined our most commonly recommended first-steps for an organizational change initiative. These first steps are designed to initiate alignment by beginning the process of building an organizational culture based on trust, focused on (and practicing) participative management, employee empowerment, personal accountability and responsibility to replace an existing hierarchical culture. The goal for management is, working in collaboration with employees and other stakeholders, to create a shared, vision-driven, future.
Some fantasies about change is that it will:
1. Not be disruptive
2. Be low cost and easy to implement
3. Solve previous organizational problems
Changing from hierarchical to a truly participative management culture requires continuing feedback, including a new appraisal/feedback system, and support in the form of considerable mentoring and coaching. Such a culture change is supported with ongoing coursework and interventions deter- mined by the needs analysis and interaction with employees and the management team and, most import-antly, through the new expectations of the Chief Executive.
Tectonics International has the experience and expertise to assist your organization with vision-driven strategic planning, culture change, and the creation of your organization’s future. Should you require additional information regarding the process or our methodology we would welcome the opportunity to meet with you to discuss your organization’s specific needs.