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In today’s business environment, driving new initiatives and attaining desired business results is critical, especially since many companies have to do more with fewer resources. This means maximizing efforts at every level of the organization, from senior leaders understanding how to spend their limited time to engage employees; to mid level managers having the skills to educate, motivate and coach employees on new ways of working; to line level employees learning to navigate new processes and adapt to new environments.
While the value of having a strong, viable strategy for the future is clear, why is it that few organizations attain the financial or business outcomes they desire? In many cases, the failure to deliver the financial benefits the strategy anticipated is the result of the strategy not having been implemented effectively. This can stem from ineffective sponsorship, not understanding the impact of the culture on the implementation of the strategy, or failure to deal with the resistance to change that is natural in every new initiative. Ineffective implementation often results in the organization not attaining desired business outcomes or, potentially worse, not maximizing the outcomes in a timely fashion. In today’s environment it is not good enough to simply meet business expectations; companies must exceed the expectations for their stock, and the company as a whole, to be seen as a viable investment.
All of these issues hinge on understanding the behavioral side of change as a mechanism for the organization to drive desired business performance. This is not a “soft” skill that can be viewed as optional; it is a critical leadership skill that comes from understanding how individuals think and respond during times of change. A common misnomer is that organizations change when in fact they don’t; people do, one at a time. It takes a collection of individuals to change and these changes result in organizational change. This means every individual and level within an organization needs to understand their role in any change initiative, process or business strategy.
The Implementation Institute is dedicated to increasing organizations’ capability to manage change and effectively implement initiatives. The Institute integrates proven experience and cutting edge research with innovative education, coaching, mentoring and assessment to positively impact leaders and organizations worldwide. The Institute’s purpose is to gather, establish and disseminate best practices which align change management and project management principles, driving the behavior change necessary to deliver intended business results. The Institute’s proprietary Implementation Effectiveness materials have been used in a wide variety of business initiatives including: acquisition integration, organizational restructuring, global business process redesign, systems implementation, cultural change and other business critical strategies. The methodology is currently being used to develop and execute programs in Europe, Latin America, Asia and Australia.
The Institute builds internal capability within organizations by partnering with practitioners to develop a deeper understanding of all aspects of the change. The Institute provides internal practitioners and business leaders with the tools to effectively implement an initiative at all levels of an organization from certifying change agents to building a change network. Engaging senior leadership is an important component of the Implementation Effectiveness methodology and change agents have access to a number of tools to help coach leaders in championing these efforts. Additionally, practitioners have access to the Implementation Institute Change Network which is a network of practitioners across industries that share best practices and experiences.
The Institute also works with external practitioners to further develop their change fluency in working with organizations to effectively implement initiatives. The Institute has a number of offerings for externals that are looking to become certified in a change management platform, incorporate proven tools into their existing toolkit or provide a workshop for their clients to build their own internal change capability.
BUILD CHANGE NETWORKS
Effective change management requires individuals who are skilled in driving employee behavior change as well as building organizational capability to manage and sustain the business value of changes. One way to extend the reach of change practitioners within an organization is to build an internal network of change agents. Building a change network requires introducing a framework for thinking about change as well as building skills necessary to become a change agent and we do this by utilizing an innovative approach to teach change management concepts. A change network is a group of key individuals across the organization who share the responsibility of ensuring adoption of the change and achievement and sustainment of the benefit. Additionally, change agents can extend the reach of a change practitioner by serving as the individuals responsible for executing change network activities at local sites.
Click here to learn more about the change roles that exist within an organization.
The Implementation Institute consults with organizations and educates project teams to manage large change initiatives that may take months or years to complete. The Institute’s Practicing Implementation Effectiveness seminar is an interactive two-day training event. Multiple approaches to the Implementation Effectiveness tools and education are available. We provide an executive briefing, a one day overview and two day Implementation Effectiveness workshops. All are designed to transfer learning to real time situations. The Implementation Effectiveness workshops put participants at the controls of a large scale organizational change while a sophisticated, computer-driven business simulation provides compelling team competition. The Practicing Implementation Effectiveness simulation, played competitively by teams, provides a compelling hands-on lab for discovering and testing the link between strategy and execution. The Institute’s simulations offer an efficient way to engage leaders in how their decisions and actions affect not only the performance and bottom line of the organization but also the impact to the employee and customer experience as well.
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