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Organizational Change

By Drs. David Koehn and Richard Adler

Our CALM? solution helps organizations create, validate, and execute strategies for transformational changes such as mergers, re-engineering business processes, or introducing new enterprise software systems. CALM is effective because it explicitly addresses the social, cultural, and psychological dynamics that drive organizational and workforce responses to complex changes.

Problem: Conventional Change Management Is Costly and Ineffective

Most organizations understand that transformational changes upset the status quo, causing employee uncertainty, fear, resistance, reduced focus and performance. US corporations spend over $50 billion annually on Change Management (CM) consulting services, in attempts to forestall these anticipated disruptions by improving communications, modifying compensation or workforce structures, and so on. Unfortunately, over 70% report that granderson jersey their change management efforts fail! Government agencies report comparably high expenditures and low success rates.

These dismal results trace back to low levels of employee trust and other chronic problems with work environments. Conventional CM methods focus on the tactical level ? the specific change that is imminent; tangible issues such as organizational policies, structures, and technology platforms; and well-established project management techniques such as allocating resources and scheduling tasks. However, organizational change differs from new product development or systems integration. For example, you can educate employees to use new systems or processes; but no amount of training can ensure that workers will accept them, much less apply them productively. Individuals and groups cannot be forced to cope effectively with transformational changes, and certainly not according to mandated timetables or budgets. Instead, change is enabled, through sustained attention to critical qualitative social, cultural, and psychological dynamics that drive organizational and personal behaviors.

Problem: Enabling Change Is More granderson jersey Than a Numbers Exercise

Strategies to enable change must be planned, tested, refined, and monitored to ensure success. However, conventional decision support tools lack the necessary horsepower to address these needs effectively. Spreadsheets and other simulators excel at manipulating numerical data and projecting quantitative trends. However, they fall short in modeling and reasoning about qualitative factors and interactions, uncertain and rapidly changing information, and disruptive events. More importantly, they fail to provide insight into personal and social dynamics ? how people and groups are likely to perceive and respond over time granderson jersey to alternate change initiatives. Unfortunately, these critical behavioral dynamics are too complex to think through in our heads because they involve too many "moving parts".