Most companies understand that the ability to deliver bold change is increasingly critical to competitive advantage. That means more comprehensive—and more frequent—change programs. Many boards have appointed CEOs and senior executives with that explicit mandate, and almost all leaders recognize the need to take even successful enterprises to new levels of performance.
But organizational change initiatives have a spotty record, and executives need to understand the stumbling blocks that cause transformation efforts to fail. In global surveys, two factors have increasingly become recognized as the leading causes of failed change initiatives:
Success requires overcoming these challenges head-on, through a comprehensive and structured change effort that includes the right mix of processes, governance, metrics, and behaviors.
Moreover, building superior and lasting change capabilities has become a competitive advantage. Companies that are ready, willing, and able to face the challenges of change initiatives are better equipped to manage new changes over time.
The Change Delta is a comprehensive, systematic approach that focuses energy and resources on the change elements that matter most. It consists of four factors essential to any successful change effort: executional certainty, sponsorship and a clear governance structure, enabled leaders, and engaged organizations. All four aspects of the Change Delta reinforce each other to help companies achieve and sustain transformational goals.
Change Management and the Change Delta