“Progress is impossible without change, and those who cannot change their minds cannot change anything.” – George Bernard Shaw
Organizational transformation initiatives provide leaders with the opportunity and privilege to impact their organizations for years to come. To many, however, organizational change is daunting: aligning large bodies of leaders and employees on the case for change, agreeing on both what and how to change, the time and effort needed to manage the details and communicate to stakeholders—much of which is in addition to the demands of everyone’s existing responsibilities, and the high stakes that accompany many change initiatives. It’s no wonder that leaders approach these opportunities with a mixture of hope and trepidation.
However, organizational change needn’t be overly complex to be successful. To be sure, the number of details you must manage grows with the size of the organization and the scope of the change. But whether for large- or small-scale changes taking place in your organization, a straightforward approach can drive success and sustainability. One such approach is Peak Development’s CLEAR Model for Change©, which focuses on five key elements:
- Active involvement
All five of the elements are important in leading change. By applying this clear, consistent model throughout your change initiatives and giving careful consideration to each element, you’ll feel greater control over the levers of change, and increase your odds for success.