Strategic Change Model©

 Strategic Change Model©

Strategic Change Model©

  1. Role Modeling | Leaders in your organization go beyond the executive suite. They are all around the company. However, role modeling starts at the top. Whether an employee is in management or an individual contributor, there are tremendous opportunities to influence model behaviors. I will help identify ways to not only have leadership “talk the talk” and “walk the walk”, but also show you how to make your strategic vision replace that general malaise your organization may be feeling.

  2. Fostering Understanding & Conviction | It’s so important for your organization to understand the company’s strategic vision. Here’s the key: it needs to be simple...there’s nothing more damaging than a strategic vision that cannot be summarized in a statement that people can easy make into a slogan. If you have to explain it over and over, I can guarantee that the vision will not be realized. Employees get frustrated and disengaged when they are bombarded with a lot of information that doesn’t seem to be related to them or their role. (*Cue the huge, pretty PowerPoint that no one understands but the person who put it together) Getting your organization to rally around the tasks at hand will make it a much more pleasant experience for everyone. And the best part? They will deliver and feel a sense of ownership. 

  3. Strategic Communication | Internal and external communication needs to be cohesive in order to be effective. From pulse surveys and internal documents, to websites and tweets, the look, feel and language used to communicate strategically is more important than ever. I can help you determine or convey your organization’s style and figure out creative ways to implement it. And I will leave you with a plan to ensure sustainability. 

  4. Developing Talent and Skills | I call it an employee’s lifecycle; identifying the right person, hiring them, training them, retaining them, coaching them, and if necessary, replacing them. Developing talent and skills, i.e. Talent Management, is an often overlooked or underinvested element that can make or break an organization. In the modern workplace, employees jump ship quicker than ever before when their needs are not being met—and they’re expensive to replace. Most employees do not think they have the adequate training to do their jobs well. OR once they’re trained they stop learning, which makes their job boring. However, when an employee understands the strategic direction of the company and knows how their role impacts the overall vision, they are more likely to be engaged and productive. In other words, they rally around the vision. Losing sight of this element is costly and time-consuming. I will help you protect your human capital investments! 

  5. Reinforcing With Formal Mechanisms | There is some housekeeping that needs to be done when an organization is rallying around a strategic vision. I will work with your HR team to identify the formal mechanisms appropriate for your company that will influence change. Here are a few examples: 

  • Business Processes
  • Information Systems
  • Management Processes
  • Rewards and recognition
  • Organizational structure, targets & metrics