Organizations, like any other structures, can become outdated in vision, culture, processes, or structure. When an organization no longer fits its surroundings and stakeholder needs, its very existence is at risk.
Change Takes Planning and Support
A series of meetings can be designed and facilitated to inaugurate and generate intentional change. The work may involve a few people or an entire organization system. It is also essential to plan and support implementation of change to sustain the new benefits.
Write it Down
If you are looking for this kind of support, you probably already know something needs to change or that something seems to be missing. Write down what you know and who is affected by or could help with this issue. Then write a few thoughts about the implications of NOT addressing the issue. If there are no implications, there may not be enough “energy” to change anything.
The basic parts of a change process are:
- Data gathering
- Purpose identification
- Change process design
Change Takes Time
Complex, large system projects can take two or more years. Smaller changes can take a few months. One approach is to contract for initial data gathering and purpose identification before entering a contract for the change process itself. Budgets are typically based on a daily rate and can also be based on the overall project. This kind of work can be expensive, but as one client told me recently, the benefits are still evidence ten years later.
If you are considering hiring me to assist with a major organizational change, please begin by visiting my webpage on Getting Started with Organizational Change.