As a change management consultancy, we recognise that successful leaders are dissatisfied with the status quo and constantly seek to deliver change to improve underlying performance and ‘make a difference’ within their organisation.
But in reality this is a challenge to deliver. Why? Our change management consultancy cites the problem arises when underlying performance is stuck and the ambition to ‘make a difference’ is regarded as unlikely. This is often due to leaders having limited time to focus on making a long-term difference, as they get sucked into managing multiple and significant challenges such as short-term earnings, customer engagement strategies and improving capabilities whilst simultaneously trying to drive efficiencies. This leaves little capacity to address and deliver anything else.
Whilst achieving short-term performance targets is important in managing the business fundamentals, issues arise when achieving short-term goals is a trade-off for progressing long-term objectives. After all, it is the long-term objectives that will deliver transformational changes and ultimately a step up in performance.
Specialists in our change management consultancy cite the 3 barriers for why this happens:
In a series of short articles our change management consultancy experts explore each of these barriers in turn and how to navigate around them.
So much of what we do day-in day-out becomes subconscious, so it is hard for leaders to understand how their own behaviours positively impact on a planned change or detract from progress.
To overcome this, our change management consultancy specialists advise that optimal behaviours should be clearly identified, aligned and reviewed as a key part of a change plan. Example behaviours that help leaders successfully lead change include:
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