Leading Change

Leading Change is considered the cornerstone of organization development practices. The other org dev’l practices in this website from executive coaching to organization development are subject-matter leading change applications. Change generally occurs when there is a high degree of dissatisfaction (pain) or a super promising opportunity (attraction).

Either situation often leads to the articulation a better state (vision), the creation of a guiding coalition, the acquisition of required resources, the creation of an action plan and execution of factors leading to success. Although we constantly lead change in our personal lives and careers, it is imperative to learn from everyday change experiences to expand our capabilities to successfully lead change.

Leading change must contribute to the organization’s mission and vision. The change must adhere to or future the organization’s cultural norms. A challenge of leading change is not finding supportive literature. The challenge of leading change is finding the right support literature and relating it to the organization’s clients, finances, internal business processes, talent, culture, and technology.

An Org Dev'l Approach to Leading Change, Succession Planning, & Organization Design comes from from forty-five years of experience gained from supporting an extensive array of large, medium, and small businesses and several 403(c)(4) and 403 (c)(7) nonprofit organizations.

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The Executive Transition process was a valuable exercise that helped focus my energies on key objectives within targeted timeframes in order to maintain the continuity of daily operations and long-term strategies, while implementing organizational changes related to new leadership. Mike’s structured process, individualized “Roadmap” and insightful guidance helped facilitate a successful transition on a personal and companywide basis.

- Andy Howell, President & CEO, Federal Home Loan Bank