How ready is your organization for change?

How ready is your
organization for
change?

#LinkageInc Copyright © Linkage. All rights reserved. www.linkageinc.com 2
First, a Definition of Terms
1. Change (an event): is situational and is external to us as an
individual
2. Transition (a process): an internal psychological reorientation
Something old stops
Change
Something new begins
TRANSITION

Linkage Point of View:
The Changing Landscape of Change
Change Is the “New Normal”
Vast majority of organizational change initiatives underperform or even fail, and those that are
successful often fail to be sustainable
Organizations no longer manage one change effort at a time; rather, change efforts comprise a
complex portfolio of strategic initiatives as part of a larger, enterprise-wide transformation
– M&A, New Competition, New Markets, New Products, Globalization, Technology,
Diversity & Inclusion, Multigenerational Workforce, Operational Efficiency
Three Major Obstacles to Transformational Change *
• Lack of Confidence in Leadership stemming from:
• Change Fatigue – 65%
• Inability to create and execute against a strategic agenda for change – 48%
• Top-down approach – 44%
* Katzenbach Center:” Survey on Culture and Change Management, 2013
©.

What does it mean to be “Change-able”?
Change-ability: The quality of being changeable in direction;
the advancement toward better conditions, policies or methods
The “Change-able” Organization: The ability of an organization to define,
launch, implement, and sustain all types of change effectively with
committed champions at all levels, minimizing the distress and disruption to
the people and operations, so that desired business results and organizational
culture mesh seamlessly as the business meets or exceeds its stated goals
©2011.

Is your organization “Change-able”?
Your organization is “Change-able” when you can answer yes to all of the following
statements:
In my organization:
• Leadership has an aligned and compelling change agenda
• Leaders are transparent and communicate frequently
• Trust in leadership and one another is strong
• People understand and buy in to the change
• People come to this change free of old baggage
• Managers support people during change
• The workforce is engaged and committed
©2011

The DNA of a “Change-able” Culture
• Accountability
• Agility
• Alignment
• Authenticity
• Authority
• Clear Vision
• Coaching
• Collaboration
• Commitment
• Communication
• Creativity
• Diversity
• Empowerment
• Emotional Intelligence
• Execution
• Inclusion
• Strategic Focus
• Systems Approach
• Tactical Execution
• Teamwork
• Trust
• Transparency
• Universal Purpose
Like a strand of DNA, a “change-able” culture’s genetic structure is made up of a
combination of 23 components:

So just fix those things and change will come, right?
Not exactly. All change efforts take time. The duration depends on how quickly the team
adjusts (transitions) to the change. To be successful, you must understand transition and
prepare for the depth of impact it will have on your employees:
Ending of
the old
Neutral Zone
Beginning of
the new
Time
Pre-Transition
Performance
Productivity
DurationDepth
Post-Transition
Performance

Why does this matter to your organization?
The United States Department of Labor estimates that employees are
productive for 6.5 hours of their workday
During times of change that productivity can drop to as low as 3.6 hours a day
Just to make a point, let’s say your organization is losing one hour of
productivity per employee each day and:
• Employee average hourly salary is $25 USD
• You have 1,000 employees
• Transition time takes six months; 120 days
That’s a total of $3 Million lost

The 100% Solution
Successful change efforts
pay attention to both the
operational and structural
side of change and the
people side of change
(transition)
Strategic
Planning
Change
Leadership
Transition
Management

Linkage’s Six-Stage Change Process

What happens when one of these stages is skipped?
Common Vision Communication Barriers Removed Progress Reinforcement Complacency
Not Important/
Confusion/
Misalignment
Inaction/
Confusion/
Resistance
Frustration
Cynicism/
Loss of
Momentum
Wasted
Effort
CHANGE
HAPPENS
Communication Barriers Removed Progress ReinforcementCase
Common Vision Barriers Removed Progress ReinforcementCase
Common Vision Communication Progress ReinforcementCase
Common Vision Communication Barriers Removed ReinforcementCase
Common Vision Communication Barriers Removed ProgressCase
Common Vision Communication Barriers Removed Progress ReinforcementCase

Six Critical Factors for Successful Change
1. People understand and buy in to the
change
2. Leadership is committed and transparent
3. People come to this change free of old
baggage
4. Trust in leadership and one another is
strong
5. Managers support people during change
6. The workforce is engaged and committed
Better understand and assess your organization’s readiness for change with Linkage’s
Organizational Change and Transition Readiness Assessment (OCTRA). Learn more at
www.linkageinc.com/change.

Linkage’s Strategic Change Advisory Services
What Sets Us Apart
Our strategic approach to change focuses on both the organizational change process
and on your employees’ ability to embrace change and successfully “transition” to a
new state of change. This serves as the foundation to Linkage’s comprehensive suite of
change and transition products and services which include:

About Linkage
Linkage works with leaders and leadership teams worldwide to build organizations that
produce superior results. For over 25 years, we have delivered on this promise by
strategically aligning leadership, talent, and culture within organizations globally. We do
this by providing strategic consulting on leadership development and talent management
topics and through our learning institutes, skill-building workshops, tailored assessment
services, and executive coaching.
Linkage is headquartered in Burlington, Massachusetts, with operations in New York and
San Francisco, and outside the US in Athens, Bangalore, Brussels, Bucharest, Buenos
Aires, Hong Kong, Istanbul, Kuala Lumpur, Kuwait City, Mexico City, Sao Paulo, Seoul,
Shanghai, Singapore, and Sydney.
Linkage
200 Wheeler Road
Burlington, MA 01803
781.402.5555
info@linkageinc.com
@LinkageInc

How ready is your organization for change?

Recommended

Recommended

More Related Content

What's hot

What's hot (19)

Viewers also liked

Viewers also liked (15)

Similar to How ready is your organization for change?

Similar to How ready is your organization for change? (20)

Recently uploaded

Recently uploaded (20)

How ready is your organization for change?