We ask these questions because leading and managing change is the economic imperative of our generation. It’s not enough to know what to change – organizations must deliver … and deliver, and deliver.
Every organization struggles with it. And this is why we have invested in Change Management mastery. What does it take? The top 5 questions for leaders:
- Is driving results out of strategic change initiatives truly a top priority for you? Enough so that you are prepared to change what you do to get it done?
- Has your team failed, or fallen short, often enough to know what it takes to succeed? Have they seen Change Management mastery?
- How much is enough? i.e. if mastery of leading and managing change requires ~50% of a leader’s time – where is that time coming from? And is a little Change Management (or junior CM capability, eg “Communications” or “Training”) in a project enough to achieve masterful results?
- If your organization is implementing strategic change across multiple SBUs or departments why wouldn’t you create organizational competence, capability and capacity?
- Would a shortfall of 2%, 5% or 10% make Change Management important enough to invest in mastery?
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You may also find the following posts interesting:
Definition of Change Management:
- Defining Change Management Part 1
- Defining Change Management Part 2 – Why are there so many definitions?
- Defining Change Management Part 3 – The Business Case
Organization Design – Change Management Reporting: