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8 Steps to
Transformation Change
Linea Insights
1. Establish a sense of urgency
Examine the market and competitive situation.
Identify crises, potential crises & opportunities.
2. Establish a respected steering group
Assemble a team with sufficient experience, authority and respect to lead the
change programme.
Encourage the group to work together as a team, engaging with the organisation
and its employees to understand and see issues first hand.
3. Create the vision
Develop the vision which will direct the change effort and align the strategies for
achieving it.
Focus on customers, shifting any predefined cultural norms which don’t truly
support the customer experience.
4. Communicate the vision
Use a wide range of media to communicate the new vision and strategies to all
stakeholders, internal and external.
Ensure the steering group leads by example,
introducing new behaviours and embedding the desired culture.
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5. Empower others to act on the vision
Remove change obstacles, develop change facilitators and supporters, carefully
manage influential change saboteurs.
Change systems or structures that seriously undermine the vision.
Encourage risk taking and non-traditional ideas, activities and actions.
6. Deliver quick wins
Plan for quick and visible performance improvements.
Implement those improvements, sustainably.
Recognise and reward employees involved in the development, implementation
and sustainment of those improvements.
7. Consolidate improvements, continually develop and deliver more change
Capitalise on increased credibility to change systems, structures and policies that
don’t fit the vision.
Employ, engage, promote and/or develop people who can implement and sustain
the vision.
Reinvigorate the process with new projects, themes and change agents.
8. Institutionalise new approaches
Articulate the connections between the new behaviours and corporate success.
Develop the means to ensure leadership development and succession.
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