It is crisis that forces most people and organizations to transform. Without experiencing crisis, most institutions and individuals would stick to their routines. With the old routine, it is not guaranteed that the desired results will be achieved. It takes the expertise and input of a change management consulting firm to complete the inter-phase and achieve desired transformation.
Each case is unique, meaning that you require a different model, principles and approach to transform. The underlying factors in the company will determine the best model to apply. Applying the wrong model or approach will result in a disaster and disappointment. The solution lies in identifying the best model for your scenario and the results you desire. This is best done by an independently working consultant.
There is no guarantee that you will achieve the results you crave because of obvious resistance. The resistance emanates from within because of emotional attachment and desire to maintain the existing routines. Further, each case is unique because of the people involved, their numbers, work culture, logistics involved in transformation, and timing, among other factors. Application of the right transformation strategy is as important as setting aside the required resources for the process.
The process of transformation will lead to stress on different aspects of the organization or individual. Some of the aspects that will experience obvious stress include power structures, work morale, office budget, efficiency, office politics, relationships and work culture. It is these elements that keep your organization running. When they are destabilized, resistance is expected.
It is possible to argue that you can change the above without involving a consultant. Few companies and organizations have managed, albeit with incredible struggle. Consultants have a broader view of the firm and its operations. They also do not have the attachment that would cause them to ignore elements of your firm that would cause discomfort. Their experience will also enable you to adapt strategies that have been tested elsewhere and therefore have a working pedigree.
Each organization desiring transformation has unique needs. These needs are determined by the current position alongside budgetary allocation and future plans. It is not in all cases that you would desire a change in structure. In some cases, all you need is to move people or shed off some and bring in others. This is a decision that requires discernment and the independence of a consultant. With the guidance of consultants, the right steps will be taken.
Any successful transformation must be anchored on good leadership. The role of consultants is to deliver a hybrid system that will phase out the old that is not working and replace it with a new modified system. By changing the culture and mindset of workers and the general organization, different results can be expected and obtained. It is said that change will rarely come through the same mind that landed you in the current situation.
Success of any transformation journey is heavily reliant on resources available and timing. Full support by management is important to enable the organization to achieve desired targets. The new structure and routines must be given the opportunity and time to thrive. Provide a budget that sustains the transformation efforts to fruition.
Each case is unique, meaning that you require a different model, principles and approach to transform. The underlying factors in the company will determine the best model to apply. Applying the wrong model or approach will result in a disaster and disappointment. The solution lies in identifying the best model for your scenario and the results you desire. This is best done by an independently working consultant.
There is no guarantee that you will achieve the results you crave because of obvious resistance. The resistance emanates from within because of emotional attachment and desire to maintain the existing routines. Further, each case is unique because of the people involved, their numbers, work culture, logistics involved in transformation, and timing, among other factors. Application of the right transformation strategy is as important as setting aside the required resources for the process.
The process of transformation will lead to stress on different aspects of the organization or individual. Some of the aspects that will experience obvious stress include power structures, work morale, office budget, efficiency, office politics, relationships and work culture. It is these elements that keep your organization running. When they are destabilized, resistance is expected.
It is possible to argue that you can change the above without involving a consultant. Few companies and organizations have managed, albeit with incredible struggle. Consultants have a broader view of the firm and its operations. They also do not have the attachment that would cause them to ignore elements of your firm that would cause discomfort. Their experience will also enable you to adapt strategies that have been tested elsewhere and therefore have a working pedigree.
Each organization desiring transformation has unique needs. These needs are determined by the current position alongside budgetary allocation and future plans. It is not in all cases that you would desire a change in structure. In some cases, all you need is to move people or shed off some and bring in others. This is a decision that requires discernment and the independence of a consultant. With the guidance of consultants, the right steps will be taken.
Any successful transformation must be anchored on good leadership. The role of consultants is to deliver a hybrid system that will phase out the old that is not working and replace it with a new modified system. By changing the culture and mindset of workers and the general organization, different results can be expected and obtained. It is said that change will rarely come through the same mind that landed you in the current situation.
Success of any transformation journey is heavily reliant on resources available and timing. Full support by management is important to enable the organization to achieve desired targets. The new structure and routines must be given the opportunity and time to thrive. Provide a budget that sustains the transformation efforts to fruition.
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