Large scale organizational change often brings leaders with a slight moment or two of puzzlement and obscurity: the landscape appears to have a new look that is neither shaped to what it was nor modified to what it should be. Here are a few suggestions that may help to bring clarity:
- The balance between consistency (operational expectations) and innovation (change) is difficult to maintain at a level where both will be satisfactory. For careful monitoring, operational indicators should be reviewed against targets and milestones set for change projects to ensure an adequate balance is maintained throughout the change.
- Reporting on what was achieved often does not take into account how it was achieved. More precisely, are the change activities implemented in a manner that align with the desired cultural values and beliefs? This can be critical to an organizational change that largely depends on a change in culture.
Not being able to see the forest through the trees happens when a change is driven by a passion that blurs the world around us. Relying on a change management team excelling in objectivity, rigor, humility and fastidiousness is an absolute must to bring executive snapshots cabable of feeding change efforts with a daily regimen of clarity.
In the midst of it all there is always something that brings to life achievement; often in the place you least expect it. This toad hiding in this barren land is proof enough.
Photo: Vientiane, Laos, April, 2005.
