Improve your ability to execute change
The critical leadership challenge today is to envision and implement large-scale change that in-turn generates dramatically better levels of performance. We have a deep expertise and experience in assisting our clients to manage change successfully.
After over 30 years of working with managers and employees while they experienced change, we have found that there are five components that are clearly more important than the others:
- Understanding Change
- Leading Change
- Engineering Change
- Managing Change
- Mastering Change
Our codified methods and tools employed by our practitioners have been described by our clients as practical and insightful:
Organizational Design & Development
Every organization is perfectly designed to achieve the results they get. Endeavor addresses the critical elements of organizational effectiveness that are often driven by the way organizations are put together. Looking closely at how people, processes and technology are structured to meet business goals, we use a proven set of methods and tools to guide you through a process that identifies sub-optimized workflows, procedures, structures and systems, then redesign them to get all the pieces of your organization working together in harmony.
Business Readiness & Communications
Business Readiness assesses the organization’s ability and readiness to change. It provides information about people’s perceptions of past change effort and the present change underway, so that the current change project can use the past successes and avoid the past failures.
The specific objectives of business readiness are to:
- Gain a greater awareness of the process of change
- Identify historical critical success factors for change projects
- Understand emotional response to change
- Identify potential responses to change
- Identify enablers and barriers to change
- Prioritize barriers and develop an action plan to ensure the success of the change
The goal of assessing change readiness is to identify specific issues, and then plan for and address those issues so that the critical risks associated with change are minimized. Working to mitigate the primary change risks requires doing some analysis of the target organization prior to charging in and kicking off a major process change. Careful examination early will mitigate major failures during implementation.
The ability of any organization to successfully implement change (technology, process, organization) and realize expected benefits depends, in part, on the timely and effective delivery of targeted information to all stakeholders.
Targeted, ongoing, and two-way communication is an essential component of any change effort. It works hand-in-hand with training activities and serves to move the organization and stakeholder groups up the commitment curve.