Organisational Revolution
Often major transformations, restructures or downsizing are required because organisations and their staff have not adapted and evolved to meet the changing demands of their operating environment. We call this high impact transformational change 'organisational revolution' because it fundamentally changes what it means to be part of the organisation.
Our REFRAME model cam support organisations planning or undertaking high impact transformation to build the processes, culture and communication needed to enable employees to confidently adapt and evolve with their future workplace.
Recognise:
- Diagnose the reason, the goal and the benefits of the transformation and restructure
- Identify transformation steps, change owners and networks , key messages
- Understand that impact high impact transformation can have on employees
- Identify key points of resistance and disadvantage the change may cause
Engage
- Design and deliver high-level change vision, strategy and benefits
- Outline the reason, the goal and the benefits of the transformation and restructure
- Identify transformation steps, change owners and networks , key messages
- Acknowledge the fear, resistance and the emotional change journey employees will face
- Establish change owners and networks for collaborative dialogue and implementation
Frame
- Frame the change journey at the strategic level
- Provide details of the change program, steps and specific activity
- Preempt and respond to areas of concern and resistance among employees
- Establish and explain success measures and indicators
Resource
- Deliver truthful information
- Build organisational capability, leadership capability and employee adaptability
- Support change owners to be visible and active promotes
- Establish change and business coaches to assist managers and employees
Act
- Deliver the necessary change processes
- Reinforce, reward promote positive behaviours and process change
- Discourage and respond to legacy behaviours and processes
Measure
- Establish, measure and report project and change KPIs
- Review and revise change processes as required
Evolve
- Commence organisational genesis for new structures and teams
- Prepare your people for organisational adaptation
- Never lose sight of the need for organisational evolution
Organisational change is never the end of the journey; it is always the start.