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Engage Your Employees in Strategic Organizational Change in 6 Steps

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Getting your employees on board with strategic organizational change can be a challenging task for many leaders. Yet, it is a fundamental step in the strategy execution process. Incorporate these 6 steps into your leadership and succeed in mobilizing change throughout the organization.

Engage your employees in Strategic Organizational Change in 6 stepsIt is undeniable that an organization depends on its leaders to change. Yet those who have been successful in mobilizing change have found they also needed to tick all the items on this checklist.

1.    Ensure the executive team’s participation

2.    Communicate the urgency for change

3.    Have the executive team commit to the project’s success

4.    Have a clear vision, mission and strategy

5.    Understand the new changes in the organization

6.    Select a leader that will guide the organization through the change

1. Ensure the executive team’s participation

One of the main risks that can jeopardize the successful execution of a strategy is a lack of support from company’s top-tier executives.

To obtain the expected results, leaders must participate actively in making the strategy’s execution a focal point in the organization.

Some of the activities that the executives must perform are:

-      Participate in the development and the translation of the strategy.

-      Participate in the communication of the strategy through different channels (for example: articles, talks, informative meetings, pamphlets, etc.)

-      Support the team that is in charge of implementing the Balanced Scorecard

-      Select and support the agents of change

-      Defend the strategic transformation from detractors

2. Communicate the urgency for change

Why now rather than later?

To encourage employees to embrace the BSC, executives must first communicate a sense of urgency for change. They must also justify the election of the BSC as the method by which the strategy will be executed.

Once a sense of urgency is established, the executive team must set the corner stones for strategic organizational change. They must clearly communicate the reasons for the transformation to their employees. Only then will the organization will be able to attain the expected results.

3. Have the executive team commit to the project’s success

The executive team is essential for a successful transformation as it is responsible for driving the change. Without their commitment, the BSC simply cannot be implemented.

The team members must strive for the approval of the strategy among the company members, and then establish a plan for achieving it.

4. Have a clear vision, mission and strategy

To mobilize the change, it is essential to have a clear mission, vision and strategy, all of them agreed on by the executive team. In order to state these components, it is necessary to define the strategic destination of the organization.

The vision, the mission and the strategy must be published in corporate documents and be distributed throughout the organization. Once the strategy is announced, the organization must set short, medium and long-term objectives, which it will monitor with the help of the BSC.

5. Understand the new changes in the organization

To establish a new sense of management, the organization sets new standards for managers’ behavior and defines new skills for the management team. The changes in the organizational behavior are achieved by modifying the context for the decision-making.

Only with motivational leadership and positive role models can managers and executives embrace the personal transformation that is needed to learn new behaviors. Finally the personal must compromise with the new way of management.   

6. Select a leader that will guide the organization through the change

Selecting someone to champion the strategy is perhaps the most important decision that the organization will face during the implementation phase. The selected person will be named Strategy Mobilization Manager and will be responsible for the success of the BSC implementation.

This manager should have the following characteristics:

-      Organizational knowledge and governance abilities. Understanding the political context of the organization is very helpful at the beginning, because it will help him or her face the people that will resist the organizational change. This manager, hence, becomes an agent of change.

-      Knowledge on the Balanced Scorecard Method. The Strategy Mobilization Manager should know the architecture and the methodology of the BSC (BSC and Strategy Map design and the procedure for the Strategic Review Meetings).  With time and practice he or she should become an expert on these matters. 

-      Personal integrity and strength. It is recommended for the organizations to select a person that has demonstrated personal integrity, and that are characterized by their honesty and long-term commitment to the company, to ensure the BSC’s success.

In conclusion, the most precise indicator of success is the level of support from the executive leaders.

While the program manager plays an essential role in the organizational transformation, only managers with true leadership can mobilize the change.  

Once leaders legitimize the new strategic course, other members of the organization will feel free to invest their energies without fear or doubts. Strategic leaders must clarify the road to follow by putting these six competences into practice, therefore succeeding in mobilizing their organization.

Managing Strategic Organizational Change

Studies show that only 10% of companies are successful in implementing and executing their strategy. Are you a part of that 10%?

In these times of economic uncertainty, having the right strategic management tools could be the difference between having your company flourish or perish. At TRISSA we help our clients successfully execute their strategies and manage change within their organizations.

So go ahead, browse our webpage and get to know us better: www.trissa.com.mx/en. Or send us an e-mail; our consultants would be delighted to answer any questions you may have: info@trissa.com.mx

 

Author: Trissa Strategy Consulting

Source: Norton, David P. and Randall H. Russell. "Mobilize Change Through Executive Leadership." Balanced Scorecard Report (2005): 1-5. Online journal.