Business Objectives | Horizontal Change Management

Employee Engagement- You can almost hear the buzzing

As with any buzz term (employee engagement being high on the list of buzzes), group think and assumptions cloud a clear understanding of a motivated individual…

Bringing your dog to work might be cool and something to brag about with your friends and running with an impassioned leader may feel good, but having your work matter and understanding why is the ultimate motivator.

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End State- Change Management’s Pot of Gold

At the End State lies the alignment of vision, process and people/behavior change to business objectives. There you will find a Pot of Gold full of capital for the next initiative-if you can navigate the change path. It is winding, meandering and typically only the first leg is clear. To smooth out the journey it helps to visualize the last leg of the trip and to be clear about the end state. Like a stream down a hill the path will then appear.

What is the End State?

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Can a consultant be coached?

This was a question I posted on LinkedIn to elicit a variety of responses, which it did http://tinyurl.com/ygl4u5p.

Which led me to the next level of thinking. What is or should be the nature of coaching for an external consultant within an engagement?

For my engagements I like to have one or two individuals that I work with as a coach. Either they pick me, I reach out to them or the buyer and I choose them for development and/or succession planning. This is a less formal version of what I think of as a coach. My formal version (there appear to be about as many versions as there are people who call themselves coaches) is someone who helps an individual build skills. The most formal of the helping is a specific plan with exercises and tasks to practice and perfect the skills.

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Change Management as a Corporate Strategic Element

What entity, element or approach do you have in your organization that links the separate parts together? And no you the CEO or senior leader does not count (although you do get credit if you assumed that was your responsibility).

HR would like to have that ownership and there is a history in the literature trying to prove and justify their role. But because of the nature of many of the HR functions, governance, performance, compensation etc, it works best as a transactional function.

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Change Management Intuition

Touch a thread and something will happen

Good change management is the process of weaving a web of communication, collaboration and understanding across, up and down and around the organization.

A good change management consultant will intuitively know what will happen when one of the silk threads of the web is grazed. Because something always happens.

An excellent, experienced consultant will teach the client the same and then tie that to business objectives.

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Ask Why- Protect yourself from overzealous change management

A perusal of a popular change management “kit” shows 24 templates and 14 assessments to be used for a change project.

Ask why.

As the budget owning executive of strategic change question whether the tool will directly effect the accomplishment of your business objectives.
Be leery of tools that create “report-outs” to justify work
Look carefully at assessments and readiness

Readiness and Assessments

Honestly I think the stakeholders have grown out of these.

Mid level change consultants and internal consultants especially love this stuff. This is the chance to meet with people, champion the cause and, usually, do some old fashioned OD (organizational development).

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