Take action
SPHERE
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A L I G N K E Y S TA K E H O L D E R S
E N G A G E O R G A N I Z AT I O N
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ACT Take action. 6
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UNDERSTAND Understand the need for change.
ENLIST Enlist a core change team.
ENVISAGE Develop vision and strategy.
MOTIVATE Create a sense of urgency.
COMMUNICATE Communicate the vision.
CONSOLIDATE Consolidate gains.
After laying the foundation for action by following the first five stages of the ExperienceChange model you are ready to execute. Take steps to align the formal organization (systems, structures and processes) with the new vision and strategy. Systems are organizational processes that support the day-to-day operations. There are many systems in a modern organization.
Align systems with the new vision and strategy. Key systems to target include:
Recruitment Systems The process for hiring new employees (sources and criteria) must promote the attraction and retention of needed employees. Training Systems Training systems should stress competencies that support the new vision and strategy. Give employees the tools to succeed.
Performance Appraisal and Reward Systems Legacy appraisal and reward systems are often inappropriate. Take action to reward new desired behaviour.
Align structures with the new vision and strategy. Structures are the set of formal arrangements in an organization that define roles and relationships. New visions and strategies commonly demand new structures.
In aligning structures with the new vision and strategy consider:
Filling key positions with the right people Select strong, execution oriented, individuals to key positions to ensure successful execution. Also, fill key positions with known supporters to send a strong message about commitment to change. If persistent resistance continues from key stakeholders, now is the time to move and remove those roadblocks. Shifting power between units Be prepared to address resistance resulting from changes to structure which often raise the prominence of some units while decreasing the prominence of others .
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