Management wants faster implementation of new Organizational Strategy. (Part II.)
This week, I will continue the discussion from last week's
PVT, where we discussed four steps to introduce a new
strategy.
(http://www.SeniorManagementServices.com/pvt-96-faster-org-strategy.html)
To review last week, your organization works OK n0w. But,
you've discovered that your whole operation is based on key
irreplaceable people, tribal knowledge, and unconfirmed
rumors. "Vanishing Technology" has become a terrible threat
and stifles further growth.
N0w you have a new Strategic Objective... a BIG IDEA
worth working for. This means a bigg'er company, more
products, and new markets. So, you design a new
organizational strategy based on proven, scientific
principles.
But, n0w you have a new problem. You're worried about
how to introduce and implement your new strategy.
You know that your new organizational strategy
(reorganization) will produce emotional stress, employee
resistance and complaints. Will key people leave?
Should you bring in outsiders to fill new positions?
Can you implement your new organizational strategy quickly,
effectively, and with certainty?
Last week, I suggested that you identify those who will be
affected (positively and negatively) by your reorganization.
These are the people with whom you must meet privately.
(Steps 1 & 2.) After that, you can pick your Introduction
Date (Step 3) and final Changeover Date (Step 4).
N0w what!
What do you say in your meetings? What sort of materials do
you need for your big "roll-out?" How do you make your big
announcement? Can you make the changeover date?
N0w, you must conduct your private meetings, prepare your
introductory materials, make your announcement, and finally
change over to your new strategy.
Your people will feel threatened by change. So, you will
need to meet with all affected personnel privately and
confidentially. Have them sign a Contractual Commitment
(CC) BEFORE your announcement.
Assure everyone that you will not reduce his or her income
or benefits. Explain their expanded career paths and future
rewards. Be firm. You must not adjust or reject your
organizational strategy for someone's private interests.
Your company has an identity and a life of its own.
Once you have signed CCs, you can prepare your introductory
materials, which should include your new Org Chart and
Reorganization Notice. Make your Announcement and
Reorganization Presentation in person and in writing.
Emphasize that your firm's reorganization is scheduled for
a certain Changeover Date. Make sure that you allow enough
time between the Announcement Date and the Changeover Date
so everyone can be adequately prepared.
(Do not allow piecemeal fulfillment and delays to produce
confusion, conflicting accountabilities, and the perception
that you don't know what you're doing.)
Make sure your reorganization is complete on the official
Changeover Date.
See full article at:
http://www.SeniorManagementServices.com/pvt-97-faster-org-strategy.html
Until next week...
Quest^ions? Comments? Call me at (800) 637-8182 or send me
an email.
Best Regards,
Mike Hayden, Principal/Consultant
Your partner in streamlining business.
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(c) 2005 Mike Hayden, All rights reserved. You may use
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About the Author
Mike Hayden is Founder/CEO of Senior Management Services and the Documentation Express in Silicon Valley, California. Mr Hayden is the author of "7 Easy Steps to your Raise and Promotion in 30-60 Days! The book that smart bosses want their employees to read."
ISBN 0-9723725-1-2. More articles at http://www.SeniorManagementServices.com/pvt-information.html