Change Management bridges the gap between strategy and execution


Turn your vision into operational reality through effective implementation

The exponential rate of change in today’s business world is pushing organizations to transform at an unprecedented pace.  Competitive pressures, acquisitions, technology adoption, and the COVID-19 pandemic are among many factors driving new ways of working.  Every organization must continuously evolve to succeed amidst ongoing challenges.

Successful transformation begins with committed executive-level sponsorship, a clear vision, and fact-based reasons for change.  However, even the most compelling call to action will fall short without the coordinated efforts of those designing and implementing the new environment.  Change management principles set the foundation for strategy execution by building alignment on objectives, roles and responsibilities, decision rights, and how progress will be measured.  When organizations overlook the importance of effective change management, results invariably fail to meet expectations.

Use these foundational change management principles to ensure your project strategy yields project success.

  1. Clearly define success.
    Complications arise when those tasked with delivery are not in sync with overall priorities.  Like any large-scale effort, complex projects should be divided into interrelated segments of work.  Each is then further dissected into sequenced activities that contribute to desired results.  Meaningful progress starts with establishing specific, realistic, and measurable outcomes.
  2. Establish clear roles and responsibilities. 
    Even when goals are understood, momentum stalls when ‘who owns what’ is not uniformly agreed upon.  It’s critical to identify value streams and the flow of information across teams, departments, and functions.  Defining and detailing the work to be done (at the right level of granularity) provides an effective launch point for clarifying who is responsible, accountable, consulted, and informed.
  3. Establish clear decision rights. 
    This is particularly important for organizations transforming from a highly functional environment to one requiring increased horizontal collaboration.  Ambiguity around who decides what, and how decisions are made, contributes to inefficiency, elevated risk, and delay.  Therefore, it’s critical to establish who needs to be involved in the decision-making process, who owns making various decisions, and who has overarching veto authority.
  4. Identify straightforward metrics.
    The data used to measure progress and status should guide decisions and promote action.  Metrics provide fact-based, objective insight that allows employees to gauge the effects of their work against goals and expectations.  However, too many metrics can be worse than none at all.  Therefore, the right metrics should be carefully selected to support primary objectives and to incentivize the right behaviors of all involved.

Turning vision into operational reality is challenging for even the most mature organizations, especially in today’s fluid environment.  By integrating our proprietary change management methodology in all we do, Clerestory partners with clients to design, build, and implement lasting solutions.

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