360° Organizational Health Check & Strategic Plan for the Future

Organizational Health Check & Diagnostic

Organizational Health Check & Diagnostic

Does your company encounter any of the following, yet you are unable to determine the root cause?

  • Loss of Market Share vs. Competitors

  • Eroding Profit Margins

  • Employee Churn

  • High Cost of Goods Sold (COGS)

  • Sales and Marketing Ineffectiveness

  • Data & Information Gaps or errors

  • Lower Morale

  • Declining Productivity

  • Inefficient Processes, leading to ever growing labor costs

  • Lack of automation vs. competitors

If you answered “Yes” to any of the above, then perhaps you should consider conducting an organizational health check diagnostic to determine your company’s current state across a number of corporate capabilities.  This assessment will lead to the following valuable and actionable organizational insights:

  • Key organizational gaps

  • Management strengths & weaknesses including developmental needs

  • Organizational strengths

  • Organizational aspirations for future capabilities and performance

  • A set of prioritized future state capabilities

  • A 5-year road-map for building your future state capabilities including business case and ROI for each future-state road-map initiative

Process for Organizational Diagnostic & New Strategic Plan Development

Process for Organizational Diagnostic & 5-Year Strategic Plan Development

While the organizational health check and diagnostic is very extensive and comprehensive, the overall high level process used can be distilled down to four (4) easy steps as follows:

  1. Determine Organizational Change Drivers – Through a series of Key stakeholder interviews and work-shops, determine what the top line organizational issues and change drivers are in order to use them as input into diagnosing the organization’s current state

  2. Determine Organization’s Current State Health & Capabilities – Through a series of Key stakeholder interviews and current state assessment work-shops, holistically baseline the company’s top line organizational capabilities – sales, marketing, financial practices, organization, management practices, processes, etc.

  3. Determine Organization’s Desired Future State – While interviewing key stakeholders determine gaps in the current set of holistic capabilities and determine a consensus for key future state capabilities that need to be developed, implemented and/or evolved.

  4. Develop 5Year Future State Fulfillment Road-map – Logically and systemically develop a blueprint for when and how to implement the needed capabilities of the future determined in step #3

Business Change Drivers

Per step #1 of the process, above is an example of a set of high level organizational change drivers that were cultivated through a series of executive interviews.

Organizational Capability Diagnostic Structure

In order to holistically assess an organization’s current state health and capability levels, I have developed a comprehensive and systemic diagnostic process along with structured questions and interview guides used to interview key stakeholders and to conduct assessment work-shops.

Sample Client Organizational Diagnostic Analysis Executive Summary

Sample Client Organizational Diagnostic Analysis Executive Summary

Above is a great tool I use to perform a final read-out summary of an organization’s current state health assessment. The chart is an Excel Spider Chart (Google it and how to create) and is used to benchmark an array of multi-dimensional capabilities. In this example, based on the summary of all interviews and workshops, the red line represents the summary score for seven (7) current state capability areas for a large pharmaceutical client.

The blue line is the summary consensus score for what the organization feels should be the capability levels for the future state for these same seven (7) capability areas.

A green oval represents a small gap between current and future state capability levels; a yellow represents a moderate gap; and, lastly, a red oval highlights a large or very large gap between current and future state capabilities (e.g. Financial Control, Rigor).

People & Organizational Structure Diagnostic

People & Organizational Structure Diagnostic

Above is a sample “deeper dive” into the analysis performed under the capability area “People & Organizational Structure” shown in the previous executive summary chart. In this example, we see that “Communication” and “Management Processes, Policy” have the largest capabilities gaps while “Skills” and “Organizational Structure” have the smallest capability deltas (difference between current state and desired future state).

This is just one article of 40+ I have written on Customer strategy, CRM, marketing, product management, competitive intelligence, corporate innovation, organization excellence & change management – all of which I have significant experience in delivering for Fortune 500 companies.  My blog is now followed by nearly 158,000+ world-wide and was just named one of the top 100 CRM blogs on the planet by Feedspot, alongside Salesforce.com, Infor, Microsoft, SAS, etc. – Reference this informative site here: https://blog.feedspot.com/crm_blogs/

 

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Change Management Best Practices & World-Class Change Deployment Methodology

 

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Best Practice Change Management Framework

 

Any change initiative should employ a proven & world-class change management implementation framework

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Best Practice Change Management Project Approach & Plan – Define Goals, Obtain Buy-In

Change Management Methodology: Any change initiative should employ a proven & world-class change management implementation framework. Best Practice Steps to Define Change Goals and Obtain Buy-In for the Change

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Best Practice Change Management Project Approach & Plan – Design Change Approach

Change Management Methodology: Best Practice Steps to Designing a Solid Change Approach

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Best Practice Change Management Project Approach & Plan – Develop and Deploy Change

Change Management Methodology: Best Practice Steps to Developing and Deploying Change

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Best Practice Change Management Project Approach & Plan – Deliver Change Results

Change Management Methodology: Best Practice Steps to Delivering Change Results

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Management’s Crucial Role In Supporting Change

Management Must Have Clearly Articulated Roles in Facilitating and Supporting any Change

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Organizational Change Alignment Possible Outcomes

The graphic above depicts the various change outcomes possible. Following a solid change methodology can ensure the optimal state of “total alignment”

slide8

Change Initiative Ranking Analysis Techniques

A best practice change approach includes proven methods and techniques to evaluate potential change initiatives to undertake

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Typical & Critical Change Initiative Roles & Organizational Structure

A world-class change approach includes mapping out change roles and delivering sufficient training and role change orchestration. This approach ensures that aspect of the organization is pulling together in synergy on every level following the implementation of the change.

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Change Management Initiative Resource Plan

A world-class change approach includes mapping out a change implementation organization including the organizational inter-relationships, special committees and groups as well as specific roles and responsibilities.

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The Role of Middle Management in Change Management

A world-class change approach must include middle management inclusion strategies

slide12

Managing & Mitigating Organizational Change Resistance

Careful Considerations must be made to anticipate and mitigate change resistance, including from middle management

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Executive Support for Change Management

A world-class change approach includes planning how executive support will be applied during any change initiative

slide14

Change Management Strategies for Institutionalizing Change

Best practice change methodologies and strategies can mitigate the pitfalls associated with not institutionalizing a change which risks, over time, organizational drift away from the desired change state.

Change Management 101 Primer for Senior Executives (CEOs, COOs, CSOs, CMOs, CFOs, CCOs, etc.)

The following blog was written to provide a simple primer on Change Management for Top Executives. It is written so you ‘get it’ in 15 minutes or less of reading this article.

Change IS Disruptive, but Change Management Can Mitigate Impacts to Productivity

Change IS Disruptive, but Change Management Can Mitigate The Impact on Productivity

As a business leader, have you ever encountered the following challenges within your company:?

1. Implemented new technology or IT system and people failed to adopt & fully utilize it?

2. Implemented new processes and ways of doing business and your employees continued to follow the older methods?

3. Your competition continually seems to be evolving and innovating, developing new and more effective ways of doing business, while your company culture resists change and new ways of doing business?

The remainder of this blog is dedicated to sharing some of the techniques to get your organization to embrace and be supportive of change.  These change management techniques are based on my years of implementing change at organizations like Macy’s, American Express, Intuit, AT&T, Pfizer, Bristol-Myers Squibb, Oracle, CBS Interactive, Wells Fargo, and numerous other Fortune 500 companies.


Topics in this blog:

1)      What is Change Management – A Simple Definition

2)      Why is it Important?

3)      Why is change resisted by so many employees?

4)      Do all employees approach change the same way and how do you harness the power of the innovators and change ‘early adopters’?

5)      How Change Management Helps Accelerate Change

6)      Change Management Mitigates the Impact on Productivity while Implementing Change

7)      The Organizational Change Model Facilitates Change Success & Greater Business Results

8)      Steps in the Organizational Change Model Ensure Change Project Success

9)      The Importance of the eight (8) Change Management Steps

10)   Summary – Change Management & Innovation Requires a 360°, holistic approach driven by skilled and experienced change management professionals

1)    A simple definition of what change management is:

A Simple Definiton for Change Management

A Simple Definiton for Change Management

2)    Why is change management so important?

Why Is Change Management So Important?

Why Is Change Management So Important?

3)    Why is change resisted by many employees?

Why is change resisted by many employees?

Why is change resisted by many employees?

Bottom Line: Without proper education and motivation, change is naturally resisted within the workplace by all but a few.

4)    Do all employees approach change the same way?

Employee Change Adopter Curve

Employee Change Adopter Curve

As depicted by the above chart, employees range from ardent resisters to innovators. Change management solicits the support from innovators and early adopters to help diffuse organizational change to the remainder of the organization.   

5)    How Change Management Helps Accelerate Change

How Change Management Helps Accelerate Change

How Change Management Helps Accelerate Change

Change management not only removes obstacles to change, it helps develop enthusiasm and excitement for accelerated change in the future. 

6)    Change Management Mitigates the Impact on Productivity While Implementing Change

Change Management Productivity Curve

Change Management Productivity Curve

By having a robust change management methodology and plan, disruptions to business productivity can be minimized until the desired change state is achieved.  

7)    The Organizational Change Model Facilitates Change Success & Greater Business Results

Organizational Change Management Model

Organizational Change Management Model

By having a robust change management methodology and model, change success and enhanced business performance can be nearly guaranteed.

8)    Steps in the Organizational Change Model Ensure Change Project Success

Change Steps in The Change Management Approach

Change Steps in The Change Management Approach

Change projects must have clearly defined and measurable steps that align with the overall change methodology.  This approach greatly enhances the chance that the change project will be successful as well as facilitates the achievement of desired-positive business outcomes.

9)    The Importance of the eight (8) Change Management Steps

The next set of graphs highlight the importance of each step in the change management (project) process:

Step #1

Change Management - Step #1

Change Management – Step #1

Step #2:

Change Management - Step #2

Change Management – Step #2

Step #3:

Change Management - Step #3

Change Management – Step #3

Step #4:

Change Management - Step #4

Change Management – Step #4

Step #5:

Change Management - Step #5

Change Management – Step #5

Step #6:

Change Management - Step #6

Change Management – Step #6

Step #7:

Change Management - Step #7

Change Management – Step #7

Step #8:

Change Management - Step #8

Change Management – Step #8

10)         Summary – Change Management & Innovation Requires a 360°, holistic approach

Holistic Organizational Change Components

Holistic Organizational Change Components

In summary, change management requires leveraging a proven change methodology, skilled change management practitioners and a holistic approach to implementing corporate innovation and change. The above is a simple depiction of a best practice approach I have used on many change management projects at many of the Fortune 500 companies in the US.

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