ARE YOU READY TO LEAD CHANGE

Embark on a purpose driven mission with a positive impact on customers, stakeholders, employees, the environment and the society.

Transformation

The journey of performance improvement, successful transformations start with clear, consistent, and ongoing direction-setting initiatives.
Transformational change is by its nature iterative. Although its phases overlap and interact, sequence does matter.
Transformation
Therefore, a general road map may help managers plot their course or identify missed turnings that may be slowing progress.

How to successfully transform your business

Step 1

Direction setting

Analyze both marketplace, competition and organisation features, reach a common vision and begin to identify the actions required to make the vision a reality.

Process design

Translate the change vision into a much more specific set of performance objectives. Key activities in this phase include: create a change organisation (the group must include well-respected line and staff executives each with the depth of personal commitment to risk their careers in order to ensure a successful outcome), quantify specific performance objectives, map objectives to organisation units and design performance-improvement approaches.
Step 2
Step 3

Performance improvement

Core process redesign efforts may take anywhere from six months to two years for full implementation, though substantial results can be realized in the first year.

Realignment

Performance-improvement efforts inevitably bring to light the size and shape of organisational barriers. They also help clarify how an organisation must evolve to institutionalize or "lock in" the new capabilities that have begun to develop.
Step 4

How to successfully transform your business

Step 1

Direction setting

Analyze both marketplace, competition and organisation features, reach a common vision and begin to identify the actions required to make the vision a reality.
Step 2

Process design

Translate the change vision into a much more specific set of performance objectives. Key activities in this phase include: create a change organisation (the group must include well-respected line and staff executives each with the depth of personal commitment to risk their careers in order to ensure a successful outcome), quantify specific performance objectives, map objectives to organisation units and design performance-improvement approaches.
Step 3

Performance improvement

Core process redesign efforts may take anywhere from six months to two years for full implementation, though substantial results can be realized in the first year.
Step 4

Realignment

Performance-improvement efforts inevitably bring to light the size and shape of organisational barriers. They also help clarify how an organisation must evolve to institutionalize or "lock in" the new capabilities that have begun to develop.

Do not hesitate to open a conversation on guidelines for focus, balance, and integration. We’re here to support you in this exciting and challenging journey!

Do not hesitate to open a conversation on guidelines for focus, balance, and integration. We’re here to support you in this exciting and challenging journey!