Organisational Change

What is Organisational Change?

 

Today’s business environment is categorised by the constant ‘shifts’ in strategic and subsequent operational focus, as companies struggle to keep up with what is happening around them.

In our experience, business leaders in both large and small businesses often face common challenges; the complexity may vary, but the need to remain responsive in an ever changing, increasingly dynamic environment is the same. How do we stay ahead of the game whilst not losing sight of our overall purpose and business goals?

Change in business is inevitable; it will happen whether or not we want it or are prepared for it. It is a fact of life. All companies, regardless of size or sector, experience minor change daily and significant change at least every 3 years. High performance companies choose to accept change and make it work for them; they anticipate change and manage it proactively. Others choose to ignore it and become victims to change - the consequences of this approach can be devastating.

Why does organisational change fail?

60% of business re-organisations, restructuring and change initiatives end in failure. Here are some reasons why:

Senior Management being unable to act decisively and quickly enough - Many businesses ‘stall’ simply because, as leaders, we don’t know where to start; the issues facing us seem insurmountable. We have found that even those businesses with the ‘drive’ to change, often do nothing. Only when faced with a decisive ‘trigger’ do things tend to change (predicted loss of market share; threat of closure etc.), making the process more difficult and fraught with problems.

Too much focus on the short-term and day to day operations - High volume, high pressure environments have a tendency to keep people busy. Many people are comfortable being busy; we neglect to consider our level of effectiveness. Moving forward in business requires vision, long term strategic focus and planning as well as effective day to day operations. Balance is essential. If you want to change the outcome/output of your business, logic dictates that you need to change both what you are doing and how you are doing it. If you don’t change, clearly you will continue to get the same, rather than different results.

Lack of understanding or concern about the impact of change on employees – It is our view that this, by far, is the single most common reason for failure. Changing systems, tasks, processes etc isn’t easy but there is something tangible which makes this side of the change equation more readily understood and easier to get to grips with than the people and cultural factors. Success is built on achieving both sides of the change equation; process and people. Understanding the culture of the organisation and re-aligning it, as appropriate, is a fundamental consideration in any planned change within a business.

Ask Yourself:

What business challenges am I facing right now?
What challenges are we going to have to tackle at some point in the future?
How can I build and develop my business without destroying what I have already achieved?

How We Can Help

  • We specialise in working with and providing direction to companies in transition
  • Our approach puts people and culture at the forefront of the business agenda
  • We work with companies to develop change initiatives which are inclusive and incremental, ensuring ongoing support and commitment of employees
  • All our solutions are bespoke, blending sound business diagnosis with a modular approach to strategy and skill development

     

Want to find out more

Take us up on our offer of a free consultation and see how we can work with you to create the business and business environment you deserve.</

 

0161 929 4548
info@trailblazecoaching.co.uk


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