Deliver Change

Success, by definition, requires change. Delivery of change is the best leading indicator of organizational success.

People Don’t Resist Change

There’s an old adage that instructs us, with undue confidence, that people resist change.  Indeed, I’ve even delivered presentations with an entire slide, enlarged and broadcast via projector, with nothing more than the words “People” in the upper left and “Change” in the lower right.  Upon a click of the mouse, a giant “Resist” would appear in the middle.  That’s it, just the confident assertion that no matter what you are doing, where ever you are and with whomever you are doing it – people will resist your heroic efforts to lead them into the province of change.

Then I started to notice something, people DON’T resist change.  Billions of dollars are sacrificed each year, in the US alone, on the altar of physical change (health and fitness memberships, spa visits, fad diets, cosmetic surgery, etc).  We elected a national President based in large part on the anticipation of “change”.  And the acknowledgement of the ever increasing pace of industry innovation and market place disruption is an acknowledgement of change.

Heck, it seems to me that people chase after change.   Yet, organizations have a notoriouisly hard time implementing successful change.  Why do organizational change efforts take longer, cost more and deliver less (if anything) than we anticipate?  It sure seems like people are resisting SOMETHING.  What is it?

Successant’s Change Delivery

Change is an important topic.  Success requires the exertion of effort to overcome obstacles in the attainment of something you don’t currently have.  It is the movement from a state without the goal, through a process of struggle and into a state with the goal is the very definition of change.  Thus, to achieve organizational success will require organizational change.  Organizations that struggle to delivery change will be organizations that struggle to realize success.  This is why the delivery change is the best leading indicator of organizational success.

Successant’s model for “Cycles of Successful Change” provide a framework for understanding the dynamics of change and what it take to deliver success through the organization.  These principles have been well researched and, more importantly, actually implemented with successful results in numerous organizations.  In learning the “Cycles of Successful Change” your team will learn:

1. Why is change seemingly so hard?  What are people resisting?
2. What does it take to really root change as a new organizational reality?
3. What are the 3 stages of change and how do you plan for them and measure progress by them?
4. How can you increase the likelihood of success for any change effort?
5. How long does change take?
6. Does it cost the organization more in time and money to implement change well?
7. How does change relate to goals and strategic alignment?

Working with you to determine the “Personalized Pricing” mix, Successant can deliver 3 phases of service:

Define: Through an Assessment, Successant can determine the health of your organization’s current capability for rapid and sustained successful change and develop a prescriptive roadmap for improvement.  Successant’s interactive workshops equip participants to answer the questions listed above for themselves and ensures that each one departs the workshop with a game plan for action.

Execute: Successant will also work with your team to plan, communicate and successfully execute the change process.

Deliver: Change only takes root as a new, ongoing reality through time, practice, monitoring and active sponsorship.  Successant can team with your organization in a “retainer services” model as an extension of your team, offering advice, guidance, correction and assistance during the longer process of driving the change.

Contact me, and let’s discuss how we can craft the perfect solution for you at a budget that makes your ROI inarguable. Contact Me