Strategic Change

How does your company react to organizational change?

Woodrow T. Wilson, former U.S. president, wisely said, “If you want to make enemies, try to change something.” This humorous insight reveals how most people react to change when it’s not their idea. In reality, most of us can embrace change, especially when we believe it will make things better. Successful individuals know change is healthy; without it we can’t learn and grow. The same is true of successful organizations.

Organizational change is a catalyst to healthy organizational growth.

Companies that maintain a relentless focus on organizational change usually exceed expectations and gain market share even in down markets. Typically that focus on change is found at the executive level. High performance leaders have learned to translate this focus into productive change across their organizations. Getting others to commit to and implement change they didn’t initiate is very dependent on how that change initiative is communicated to an organization.

Communication: It’s your most effective organizational change tool.

Communication is one component you will find in every successful change management strategy. Using advanced communication skills effectively can help you avoid uninformed opposition. When you learn to clearly communicate the rationale and benefit of the intended change, most people will respond positively. When it comes to change management, “communicate, communicate, communicate” should be your mantra.

With a good partner, organizational change is a positive experience.

At AvoLead, we have invaluable experience in planning, understanding and implementing organizational change in a multitude of conditions. Whether your change initiative is in response to a market shift, a merger or a new business strategy, we provide the support you need to make it a positive experience for all your stakeholders.

We will help you:

  • Identify critical organizational priorities surrounding the change
  • Identify and analyze intended and potential unintended consequences
  • Develop a strategic plan to achieve desired changes
  • Coach those implementing the plan

Engage AvoLead for your next organizational change initiative. Woodrow Wilson knew from experience that leading change can be challenging. So while we can’t promise you won’t make any enemies in the change management process, we can lessen the chances by helping you keep sight of your organization’s mission, core values and people throughout.