LWOC research on transformation success and failure has revealed that while method and outside perspective can facilitate change, nearly all change guidance simply repackages the same core ideas (versus leading change--simply!):
- Change is a process which can be broken down and managed step-by-step;
- Change is difficult for humans (impossible for many); and
- Better planning, communications, and training are key to building ownership and overcoming resistance.
Unfortunately, the most measurable outcomes produced through such investment are often limited to more complexity, more consulting fees, more hours of training, and production of elaborate, yet one-way communications - NOT greater results. Turnaround efforts inside failing initiatives have revealed that even with placing the best talent in the Change Leader role, there is a limit to human capacity for complexity. Over-emphasis of method and control is costly and distracts from execution.
The application of Organizational Change Management (OCM) disciplines and related tools is not misguided, but it is now clear that it is not the buying, building, or promoting of a model (and related process consulting) that makes for sustainable change. Even the best change processes can be executed in a way that fails to provide a simple response to dynamic change in a unique company--putting trust at risk. In fact, the complexity that accompanies the application of these processes often distracts leaders, results in loss of credibility, and derails change.
Through our research and application, LWOC discovered that change leaders in successfully transforming companies activate a simpler path - one that includes the following:
- Choosing People Over Process - become more than just a “super-administrator”
- Committing to Total Stakeholder Engagement - not just with
those sharing your viewpoint
- Choosing the RIGHT things to measure - The Leading Indicators of Management Success; and
- Committing to a No-Excuses, No-Alibis Approach and delivering Results!
A Radically Simple Approach to Change
LWOC has shaped the latest evolution in managing change by distilling the necessary leadership choices required to lead successful change down to 4 Simple Questions. The LWOC approach helps change leaders respond to these questions when tested by even the most difficult aspects of any project or business transformation. Asking these questions through the duration of a change initiative focuses the change leader on critical choices that define the missing ingredient in most change efforts—the unique form of execution that is required to enable a sustainable transformation.
At LWOC event, leaders learn how to help their organizations bring together change and execution. Through company-wide events, team workshops, and project / planning team launches, the Last Word on Change® reveals the simple path to leading successful change initiatives.
Click here to link to our Blog on 5 Ways Change Management Models are Incomplete!
