A thriving businessrequires constancy of business change. This rests upon the ability of an organisation to change.
A well-formulated business strategy and plan fails when an organisation and its people fail to prepare for change.
The success of business change depends on the agility &capability of an organisation to re-configure for the expected competitive advantage.
The psychology of change leadership
Successful change leaders understand that change is not just about logic but emotions of all involved. They understand that all the stakeholders require to feel belonged to the future that the change will present.
They focus primarily on establishing the emotional connection with the change. Once established, they make sure that the logic of the change has an appeal enough for the stakeholders to commit to the change.
Our clients have been helped with our model of organisation change that underpins the movement of minds, hearts and souls of all stakeholders to deliver successful change initiatives.
Organisation change (big or small) is difficult and there are tons of research which indicate why change initiatives fail.
Organisation change requires both art and science.
The art enables the people to be psychologically ready for change. The science ensures that the entire organisation (from first man to last man) move towards the goals in a methodical way under the given constraints.
To make change successful, each one involved must own the future that the change will present.
SOCH Framework of Organisation Change
Change is a journey and as per research, 87% of change journeys fail. We understand this, and our framework ensures that organisation change is delivered respecting the business timeline as the window of opportunity must not be compromised or lost. To make this happen, our framework guides our clients to have a structured and methodical approach to deliver change.
The hard part of change is not the outside transformation. The hardest part of change is owning the change and transforming inside.
Managing change rests upon the prowess and prudence to create an environment of change conducive and uncomfortable enough to instil in each individual – the importance of managing themselves.
The way you design this change environment determines whether the change will be successful or not. We often remind our clients that change does not fail because the plans aren’t good or accurate enough. Change fails because people don’t own the change enough.