Today a CEO of a high-tech corporation recounted his experience with developing a change management model. Over the past three years the company has nearly doubled in size. Alex (the CEO) decided to organize the business in two groups, headed by two new senior vice presidents. Structurally this made sense.
Rather than internal promotion, however, he hired two vp’s from outside who he thoguht would change the dyanmic or culture within the organization. He desired more management expertise and discipline, he said. But the problem is that the people who used to report to Alex are upset. They do not feel the respect they should have earned for the work they are doing. They now miss the open culture and direct access of the old structure, and do not like the new direction.
“What can I do?” Alex asked me.
First, I said, think about managing the change model. This is your role. How are you communicating the importance of the new structure and what value it will bring for the company? Is there any checking to make sure everyone is on the same page?
“I know I’m not doing enough,” he said.
I also brought up his leadership style. “In the old structure, you were comfortable directing and telling people what to do. But that will not work in this new structure.”
He listened as I went on. “You’re the one who has to change. Otherwise, you’ll undercut your new senior vice presidents. You’ve got to be their coach. As a coach, you can’t tell them what to do. You have to ask them good questions, and get them to assume responsibility for making the change work successfully.”
He thought about it for a while, asked a few questions, and then said: “It makes a lot of sense. How could you help us?”
“I could help the three of you develop a game plan for managing change. I think that would have enormous impact.”
“Great!” he said. “When can we start?”

Eric F. Douglas is LRI’s senior consultant with expertise in strategic planning, leadership development, and developing a successful change management model. CEOs or business executives looking for real meaningful change through an objective third party can reach Eric at (916) 325-1190 or by visiting Leading Resources.com

By: Leadting at Lightspeed

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Remember that you can now do a reverse cell phone search to get the identity of anyone who is calling you.

By: bryan