Frequently, I hear managers say: “We need to change as an organization because it seems that I always end up doing all the work of my staff. They just lack ownership. I need you to give them a workshop on how to take responsibility.”
Often managers are inclined to diagnose their problem and directly go to the interventions. In a lot of cases, this is a recipe for disaster. Quick conclusions will have you spend your money on the wrong workshops and on the umpteenth team building outing. Result: reoccurring problems and demotivation.
Rule number 1 in organizational change: don’t jump to conclusions straight away!
A brief introduction to the 5 phases of organizational change
Tips regarding organizational change:
- Take your time to profoundly diagnose the problem, by:
- defining the system boundaries (where do the problems occur and where they don’t);
- looking at the problem from multiple perspectives, using different angles and models.
- Get to the core of the problem, the heart of the problem to find out what it is all about. E.g.: what cause really underlies the employees not taking their responsibilities?
- Design the change strategy, which will clarify the leverage of change. This will make clear what kind of approach(es) will collide and which will address the problem best.
- Draw up an intervention plan with coherent interventions, which will support a successful implementation.
- Implement the interventions accordingly. These can be adjusted after monitoring and reflection.
Get in contact with Echteld Consult in case you would like to know more about our organizational change programs: 0700 904 851 or firstname.lastname@example.org