Focus
Corporate Impact provides a process driven approach to facilitating change in your organization.
Corporate Impact provides a process driven approach to facilitating change in your organization.
Change Leadership — Always Needed & Often Forgotten
Change Leadership goes hand in hand with the ultimate success of complex projects. Our Change Leadership process readies executives, managers, daily users, customers, vendors or partners to use and leverage new processes, initiatives, systems and technologies. Our change programs help clients overcome the pain, the predictable resistance, and the formal reporting structure issues required to sustain change.
Change Leadership goes hand in hand with the ultimate success of complex projects. Our Change Leadership process readies executives, managers, daily users, customers, vendors or partners to use and leverage new processes, initiatives, systems and technologies. Our change programs help clients overcome the pain, the predictable resistance, and the formal reporting structure issues required to sustain change.
§ Implement the Change
Leadership model
§ Develop implementation
teams and change
agents
§ Design and implement
communication
strategies
§ Create sponsorship and
ownership
§ Surface resistance and
deal with it
§ Counsel executives on
what to expect next
§ Develop human capital
Leadership model
§ Develop implementation
teams and change
agents
§ Design and implement
communication
strategies
§ Create sponsorship and
ownership
§ Surface resistance and
deal with it
§ Counsel executives on
what to expect next
§ Develop human capital
Change Leadership: Facilitating Organization Change
1. Create shared need to infuse motivation across the
organization
2. Shape shared vision to ensure wide understanding and
legitimization
3. Marshal commitment for action from key stakeholders
4. Institutionalize the change using early successes and
learning transfer
5. Document and measure real progress in terms of benefits to
the business
6. Align systems and structures to compliment and reinforce
change
organization
2. Shape shared vision to ensure wide understanding and
legitimization
3. Marshal commitment for action from key stakeholders
4. Institutionalize the change using early successes and
learning transfer
5. Document and measure real progress in terms of benefits to
the business
6. Align systems and structures to compliment and reinforce
change
Effective Change Leadership requires:
¨ Power to legitimize the change
¨ Pain to make the change attractive
¨ Vision to establish clear goals for the
change
¨ Understanding to clarify the impact of change
¨ Resources to implement the change
¨ Sensitivity to empathize with personal issues
¨ Public Sponsorship to demonstrate commitment
¨ Private Support to nurture key individuals/groups to be
change agents
¨ Consequence Management to reward those who facilitate
change and express displeasure with those who inhibit it
¨ Monitoring to track the progress of change
¨ Willingness to sacrifice
¨ Persistence to carry it through
¨ Power to legitimize the change
¨ Pain to make the change attractive
¨ Vision to establish clear goals for the
change
¨ Understanding to clarify the impact of change
¨ Resources to implement the change
¨ Sensitivity to empathize with personal issues
¨ Public Sponsorship to demonstrate commitment
¨ Private Support to nurture key individuals/groups to be
change agents
¨ Consequence Management to reward those who facilitate
change and express displeasure with those who inhibit it
¨ Monitoring to track the progress of change
¨ Willingness to sacrifice
¨ Persistence to carry it through
The Corporate Impact Change Model
Projects rarely fail because we did not understand the process or the technology - they fail because we failed to prepare people to accept the change!
“Every organization has to prepare for abandonment of everything it does.”
- Peter Drucker
- Peter Drucker
Building people, process, and performance!