Change Management

The roles you define and the teams you form are best managed by creating a governance structure. The structure you create will also articulate the working relationships among all of the parties, and clarify the flow of information and authority. Your structure runs in parallel with your normal business governance structure; it does not replace it.

Watch Dean Anderson describe Conscious Change Leadership.

Stakeholder engagement, done well, can unleash the human potential in your organization. But you will need to take a more advanced approach to stakeholder engagement than you will find in most change efforts.

Your Multiple Project Integration Strategy can increase speed, action, and resource sharing across all distinct and concurrent change efforts, and reduce the cost of change to your organization. This approach minimizes chaos, redundancy of effort, competition for time and resources, and negative political dynamics.

To ensure a successful organizational transformation one of the first steps to take is to create a clear case for change. Without one, the transformation will lack relevance for employees and cause resistance, confusion, and insecurity. Creating the case for change and your initial objectives creates a common view about the change and gives the effort meaning, direction, and energy.

This infographic shows the framework required to create a successful Case for Change.

How do you, as a Senior Change Consultant, become a trusted advisor to the executive leaders you support? Consultants often think that providing great tools and techniques is the solution, but the key is developing your character and Presence. Who you are, and how you show up, matters most. Learn more in this video snippet, as Dean discusses with Daryl Conner how developing yourself from the “inside out” can help you become a trusted advisor to senior executives.

How do you design and implement a major organization transformation so that you actually achieve results? Is there a roadmap to follow? Yes, there is.

Three types of change occur in organizations: developmental, transitional, and transformational. Developmental change is the least complex, while transformational change is the most complex. The following graphics depict each of the three types of change, and the Three Types of Change Matrix that follows provides information about each type.

This white paper outlines a radical new approach to building your organization’s change capability.