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The Body Rejects the Organ

Guest post by: David Liddell

Article Overview: In order to being about positive change within your organization, be prepared to make the necessary commitment to make it happen. It taked discipline and a collective team effort to bring positive change to any organization.

The Body Rejects the Organ

THE SCENARIO...

The CEO needs a game changer to shake up the leadership team. Results are flat, innovation wanes, and the old ways of getting it done have stopped producing at the levels required to meet the strategic objectives. A new player is needed with a fresh approach to invigorate an organization badly in need of a jump start.

An exhaustive executive search identifies the best candidate. A sure "game changer" - he has new ideas, a different perspective and carries none of the old luggage to get in the way of bringing positive change to the organization. The CEO's plan is in action - the new executive team member is in place, team dynamics are changing, ideas are being challenged - this is exactly what is needed.

One year later... results have not changed, in fact they are in decline, the game changer has not integrated well into the team and there is mutual agreement that it is time for him to leave. The CEO wants to know, "Why did this happen?"

This is an unfortunate but all too frequent occurrence. The answer to the question is simple...the CEO and team did not make the commitment to change. It takes discipline and a collective effort to bring positive change to any organization. Even the best game changers can not win this battle and, in the end, are rejected.

These are the most common issues I see in this type of situation;

• There is no plan of action
• The company culture is strong and ingrained
• The CEO supports change publically but not behind closed doors
• Team members are not willing to make sacrifices
• Sacred cows
• Internal politics and turf protection
• The majority of the team's fear of change
• Past success has led to complacency

Change for the sake of change is not a good reason however resting on past success does not ensure future success. On the other hand, change connected to a well defined strategy provides the best opportunity. Consider these guidelines when you find yourself in a similar position:

1. First - think strategically: Be sure you have a very clear understanding of why change is needed and how is connects to your strategic direction.
2. Build consensus: Socialize your ideas privately and in team discussions to gage the level change tolerance. Also, do a self-check if you are the initiator - consensus starts and ends with you.
3. Create a plan: Performance improvement rarely happens by accident. Work with your team to develop a plan that is practical and measurable.
4. Anticipate problems: Discuss them openly and brainstorm solutions before the problems occur. Also, look for personality conflicts especially when bringing in a new player.
5. Measure progress and success: There is no bigger momentum buster than the lack of recognizing progress and success. Know how to measure it and do it often.

Start today! Assess your organization's change tolerance and look for the best approach to improve your business performance.

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Article Tags: collective team effort, discipline, necessary commitment, positive change, team effort



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