Organization Transformation FAQ
What’s your typical organizational transformation project?
First we find out what you need. What’s keeping you awake at night? What’s working? What’s not working? Where do you want to be in 5 years? Since every organization is unique, we custom-design every program.
How do you assess an organization’s readiness for change?
We take the long view and explore your organization’s history of change. We find out what made past changes successful and look for evidence that the organization can handle more change. If necessary, we develop additional capacity for change.
How do I obtain commitment to change from my organization?
We partner with you, discovering ways to create maximum impact by listening to the organization’s needs and values, asking empowering questions, and gathering stories about the life giving forces of the organization.
Then we build a case for change. Together, we discover the urgent crises and opportunities that get people’s attention. We study the forces that drive the change process. Then we explore the implications to the bottom line. We also explore what happens if you don’t make the change!
Many people struggle to understand how culture directly impacts performance. We assess culture of the organization, comparing current performance with the desired performance and then develop a plan to bridge that gap.
How do we get people on board?
First we enlist a team of change agents. We start by finding your highest-level change sponsors. We look for other key influencers from all levels of the organization to engage in the process. Then we recruit people who have the power to lead the change initiative and get others on board. Ultimately, focused, aligned leadership drives change.
How do we manage resistance to change?
We’ll identify the people most likely to oppose the change and listen deeply to their needs. Then we engage them in the process to determine how to address their needs. We’ll anticipate the obstacles and create a plan to overcome resistance to change.
How do we build momentum and keep people engaged in organization transformation?
First, we pay attention to the pace and tone so that people can easily absorb the changes. To keep people engaged, we build short-term wins into the process. Together, we define the milestones you will celebrate along the way.
How do we develop a culture that is receptive to change?
Leaders who manage their continuous personal change process and model openness generate receptivity to change. We also establish expectations, desired behaviors, and competencies that people need to develop to support the desired changes. We use a range of initiatives to sustain a culture of continuous improvement and keep the energy alive to ensure future success.
How do you introduce this kind of effort?
We enter with a beginner’s mind. Curious about everything, we inquire about the organization’s vitality and focus on what makes the system work at its best. We listen in and surface all the challenges – voiced and unvoiced – until the dialogue takes on a life of its own and people reveal their yearnings. The sheer act of inquiry supports authenticity, persistence, curiosity, and sensitivity. When people exercise the freedom to choose, they unleash unprecedented potential and passion.
Our expertise lies in co-creation of new channels of learning, development and growth with key stakeholders to support the system’s deep meaning and purpose. We savor those moments when people exercise curiosity, gratitude, wonder, determination, and achievement during this adventure of purposeful transformation.
What are the common pitfalls when implementing organizational transformation?
The main pitfall is that people are scared to be honest with each other. If people cannot discuss poor performance, give bad news, or talk about conflict, nothing changes. Other examples of setbacks include:
- Top leader pretends s/he has it all together
- Low capacity to manage conflict and ambiguity
- Low willingness to listen to people who like the old way of doing things
- Power struggles and turf wars
- Trying to create a new future without honoring the past
- Looking for energy drains instead of tapping the organization’s life force
The organization transformation process creates self-facilitating teams of leaders and managers, who stretch themselves, take on extraordinary challenges, and build the capacity to respond to change as an ever-evolving opportunity for growth.
How will my people benefit from the ChangeMakers program?
We offer this 11-month program once a year to the public and can customize it for your organization. Whether in person or on the phone, all classes are highly experiential and include skill building, demonstrations, practice, small group work, feedback, and discussions about the challenges of facilitating groups. Your meetings won’t be the same!
How would creating a Coaching Culture change things in my organization?
When you partner with us to create a coaching culture in your organization, that changes everything! The impact on your organization includes:
- Learning becomes a way of life
- People actively seek feedback and support each other’s professional development
- Teams become passionate and energized
- Coaching flows in all directions—upwards, downwards and sideways
- People become fully empowered and can lead change initiatives
What are the benefits of bringing Collaborative Communication to my team?
Our coaches help you talk in ways that deepen understanding and make your team more efficient. As a result, your people will:
- Develop awareness of personal and organizational needs
- Engage in more respectful, candid, productive conversations
- Create systemic change initiatives that uncover resistance and honor traditions
- Give observational feedback and make requests that helps your organization thrive
- Make collaborative decisions that speed up the change process
What happens on Leadership Retreats?
Our coaches help you look at the big picture, and support you in making profound shifts. Using Appreciative Inquiry, we use exciting activities that support your team to:
- Develop a shared inspirational vision
- Determine the leadership competencies needed to create a thriving organization
- Give and receive feedback that helps people soar
- Shift from power-over structure to an empowered, circled organization
- Make participatory decisions that maximize participation, buy-in and efficiency
Where do we start?
Contact us to set up a confidential, complimentary, no-obligation phone call at info@LeadershipthatWorks.com or 570-297-2270.
What’s the time line?
Once you engage with us, we schedule a consultation to gather information and assess the needs of the organization. Once the services have been identified and agreed upon, we co-create a project plan. The scope of the project dictates the time involved. The involvement of key players is vital to the planning process and a successful outcome.
Want to learn more?
Find out what Clients are Saying about Results.
Or give us a call at 570-297-2270 to discuss your options.