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Horner's Corner: Strategy + Change = Strategic Change, or is it Strange?

Strategy + Change = Strategic Change, or is it Strange?

Not all change comes with strategy, intention, and direction. Sometimes change comes with chaos, disruption, and confusion. Much like lions, tigers, and bears (oh my!), the latter list is a side effect of reacting to a change outside of what we have prepared for.

Change is going to happen whether you love it or hate it. By taking a strategic approach, via creating your roadmap for strategic change, you can help to eliminate those reactive side effects. Waiting for change to arrive on its own might sidetrack your organization once it arrives. Preparedness is key.

What is strategic change and where should you start?! It depends on where the organization is today and where you want it to be in the future. You also want to define the ultimate end goal and the timeline over which you want to achieve it. Said simply:

  1. Where do we want the organization to be and,
  2. By what date should we expect that to occur?

After you settle on those answers, determining the who, what and how to support the where and when come into play. Creating a draft or rough sketch of your answers will produce a strong base to move from idea into action.

Consider including your full leadership team, board of directors, and key employees in this question-and-answer exercise. A more robust approach and high level of involvement from key stakeholders will lead not only to an efficient process but lends itself to a higher percentage of adoption and implementation throughout the organization.

Next up, it’s time to define your strategic change approach and selecting a professional to lead the process. There are many (MANY) approaches to strategic change efforts, just as there are many professionals who specialize in leading the process. If your organization is new to strategic planning or strategic change, I highly recommend creating an RFP (request for proposal). Send your RFP to qualified strategic change consultants and compare at least three options before making your selection.

Once you’ve started the process with whomever you select to lead, keep a few things in mind:

  1. Consider all ideas no matter how crazy they may seem
  2. Be prepared to adjust along the way
  3. Have fun with the process

The outcomes from a collaborative strategic change process can transform your organization. And make change much less chaotic and disruptive. As always, if I can be of any assistance, please don’t hesitate to let me know!