“Progress is impossible without change, and those who cannot change their minds cannot change anything”
– George Bernhard Shaw –
Change is constantly present in my work as a consultant. The past year, for instance, my work completely revolved around ‘the old’ and ‘the new’ IT organization of Eneco. Together with a small team of colleagues and the IT-MT of a large utility company I developed a new design, and subsequently worked on the transition from old the new.
Change comes with countless challenges
Naturally, while doing so, I was confronted with the countless challenges that such a change can entail. Resistance and questions regarding its value, the why, and the how. Although these responses make sense, they make change a complicated and lengthy project. You could even be asking yourself: “why would we do this to ourselves? Why do we not just retain the status quo?”
Yet, ‘doing nothing’ is not an option to anyone who wants to remain relevant. The environment in which an organization operates, changes constantly. New competitors enter the market, innovative products are being developed, customers find new channels, suppliers grow or go bankrupt. In successful organizations these changes are being monitored constantly and the business strategy is adapted or changed where necessary.
The organization’s current growth phase is of great influence
As if this weren’t difficult enough, the organization is following its own growth path as well. Renowned management theories, such as formulated by Greiner , have become commonly accepted knowledge. The fundamental idea of these theories is that organizations tend to grow out of their skin due to their growth in size and age. This, in time, results in an inevitable crisis: rebellion against the current management style or organizational culture. The problems that arise depend on the growth phase the organization is in and range from lack of robust leadership (leadership crisis) to bureaucratic obstruction or inertia (bureaucracy crisis). To enable the organization to continue growing, the organization will have to transformation.
It is of utter importance that the answer to the crisis perfectly fits the situation. This is more difficult than it might seem. The balance between maintaining the good part of the legacy and improving which needs to be fixed, is fragile. For that reason, it can be wise for organizations to enlist the aid of a consultancy firm to think along. A fresh perspective helps, and experience is very valuable. Anderson MacGyver has a rich history of contemplating next steps with her customers and jointly developing a new, better fitting organization design. Followed by turning the transition in a success together, as me and my colleagues did during the past year.
My colleagues and I will happily contemplate the next steps with you. Feel free to contact me whenever you are keen to learn more about how we could help you.
Consultant Anderson MacGyver
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 Greiner, L. E., (1972). Evolution and Revolution as Organizations Grow. Harvard Business Review, 12 (01).