Make the change
Move the organization
Studies show repeatedly that major changes are very difficult to implement. The vast majority of organizations are challenged by the fact that most managers and employees prefer to do as they are used to. The necessary changes are executed slowly if at all and even minor changes demand vast resources before they are implemented.
Why does this happen? Why is change so hard? Despite the best of intentions (and promising Business cases) it is often the case that:
- The ambition is too vague and irrelevant for employees. They simply do not know why and what to change
- The change is perceived as a critique by opinion leaders
- Employees are involved too late and too little
- Training is initiated way too early
What we see in successful change projects is that change is implemented in a structured, systematic process where both leaders and employees play a very active role.
The management task is above all to define the ambition and explore the implications of the change. Following this employees need to be involved systematically – we call it ’Leadership by design’. An effective way to do this is engaging opinion leaders early and consciously.
Using opinion leaders
People follow people – and some people have more followers than others. There are simply people in every team and organisation that have a stronger voice than others. Think of them as opinion leaders. Social network theory has shown that approximately 3% of the people in any organisation are in touch with 80% of the people in the organisation. The 3% are the opinion leaders.
Do you know who they are in your organisation? Do you involve them systematically? This is a crucial aspect of successful change implementation and we can guide you in this endeavor.
Want to know more?
You are always welcome to contact us if you have any questions or would like to discuss how we can help you, your team, or your company.
References and former clients
- GN Store Nord
- Bramidan
- Lantmännen Unibake
- Rodenstock
- AFRY