Eight strategies for growth-related change
Growth-related change is tougher than cost cutting and finding efficiencies.
Strengthening organizational capacity for growth requires new behaviors, practices and beliefs.
For change management for growth use these culture change strategies:
Shared purpose – focus on the higher purpose that compels the organization to make significant changes and why it is important for everyone to make it happen.
Core values – make sure that everyone has a compass to support making choices. If your organization’s core values no longer resonate, renew them.
Behaviors – identify the specific behaviors that are needed to get the desired ends. Figure out what really works and focus on these behaviors collectively in networks of people who achieve goals together. Allow no exceptions or excuses. If the behaviors are important for growth, why allow inconsistency and contradiction?
Practices – anchor the specific behaviors in new practices and routines. Use lots of different practices: social practices, managing systems, operating practices and those that support organizational learning to create the conditions for the right behaviors to emerge naturally. Middle managers own most of the processes and practices so engaging them in changing practices and routines is a key success factor. Just make sure they involve all four generations of employees in changing the practices or new routines may have little appeal for younger employees.
First followers – seek out influential people that are respected and connected. Spend a disproportionate amount of time with them, introducing the new ways of thinking and acting. Keep change small and simple at first. Focus on a few pivotal groups. Use the first followers to diffuse behavior change through their areas of influence. Support and coach them as they breakdown outdated beliefs, behaviors and practices.
Beliefs and assumptions –involve everyone in dialogue about beliefs that need to change. As new practices emerge, beliefs will be made more explicit and will need to be addressed to minimize resistance.
Amplifying effect of leader behavior – find the role models and tell stories about their success. Recognize those who are leading the way. Act on those whose behaviors are not supportive. Leave no place to hide. Use feedback and measurement systems to track progress.
Leadership conviction – invest in bringing leadership team members together to clearly define the culture needed and how to make it happen. Build the leadership engine that will accelerate growth, not act as drag.
More on Growth Focused change.
"If you are not getting better at change management, you are probably becoming irrelevant." Nelson, KKR
