some image

Organizational Change

Today’s business world is a turbulent environment. The constant changes in technology forces companies to remain at the forefront of trends and applications. Companies must now invest in human resources to maintain diversity and equal opportunity, and globalization has introduced an entirely new set of issues regarding cross-global and cross-cultural business relationships.

In addition, shareholders require a fast return on their investments, which translates into a high demand on performance. The bottom line is that effective organizations need to be flexible and nimble in their ability to anticipate, respond to, and balance these elements. Our organizational change program helps companies to navigate through this developmental process and helps them learn how to convert chaos into opportunity.

To learn more about Organizational Change, please take a moment to watch the following short video.

The Indicators

  • The culture of the organization is seen as an obstacle to effective performance in today’s more competitive environment. For example:
    —Inflexible, bureaucratic management
    —Changing from a centralized to a decentralized company
    —Focusing on manufacturing efficiencies vs. overall company effectiveness
    —Changing from manufacturing-driven to results-driven company
  • A new manager wants to implement his/her vision throughout organization.
  • The company is merging two departments into one.
  • Over last five years, company profits have decreased and expenses increased with no end in sight.
  • An executive is frustrated because of difficulty in obtaining employee support for his/her vision.

The Process

  1. The ExecuQuest consultant explores with the client what he/she is trying to accomplish or change.
  2. The consultant works with the client to determine the best way to introduce the process to the managers.
  3. The consultant facilitates a meeting with the managers to explain the objectives of the process, answer their questions, and decide the focus, level and extent of the data collection.
  4. The consultant develops a process for informing the employees of the change effort.
  5. The consultant collects data to better understand the issues related to change using appropriate data collection techniques such as interviews, observations, and surveys.
  6. Data collection will be assimilated to provide insight regarding:
    —Employee concerns
    —Most resistant groups/managers
    —Supportive groups/managers
    —Key issues
  7. The consultant presents the collected data back to the group responsible for managing the change effort.
  8. The consultant facilitates the analysis of data and works with the client to develop a plan of action.
  9. The consultant implements the program and provides training to improve the skills needed to manage the change process.

The Components

  • Organization diagnostic evaluation
  • Identification of key problems creating obstacles to implementing change
  • Development of change process and implementation plan
  • Training to provide necessary skills
  • On-going consultation