A Five Step Solution for Organizational Change

April 10, 2012

Here in Indiana, “Begin with the end in mind.” It makes sense to Stephen Covey and it makes sense in these times of change, risk and adaptation. Products and services across the state must change, and employees must make it happen. By assessing values and goals that drive the planning, priorities, and objectives; businesses can stay ahead of all the variables that can challenge both opportunity and growth.

Where does future growth come from and how can we stay a step ahead as leaders? It is indeed an amalgamation of a number of strategies and processes. The key to success is to focus on the solution and not the decision or the problem. Here is a five step method to begin any systematic assessment:

  • What is the history (of the organization, product, and service)? Look at everything from the beginning. Get input and look at the records and the data to get a handle of how things have progressed. Putting progress in a timeline is essential.
  • What is the current situation (of the organization, product, and service)? What is happening now? With the history of the issue clearly presented what is the present and current understanding? Where are the bottle necks? How can areas of concern get fixed? TODAY has to be looked at by the team as an integral aspect of the assessment.      
  • What are three areas of possible improvement? Everything can get better. How a team comes up with alternatives for improvement will define solution. This is the white board moment in the meeting.
  • How do you pick just one?  It is not easy. Isolate on the best alternative. Keep things simple and make sure the one that is picked is vetted well and is not a product of groupthink. Dissention is essential for further discussion and eventual certainty.  
  • When is the solution clear? If this methodology is followed, solutions are implemented from the alternatives, which come from the current situation and organizational history of the issue or problem.

Dale Carnegie believed in things that are not only definable and trainable, but sensible as well. Try this process the next time a team needs to create a solution that involves process. It works.

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This post is brought to you by the good folks at Dale Carnegie Training of Central Indiana, providers of professional development and management development courses and information in Indiana. We would love to connect with you on Facebook.

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