There’s always so much ‘enthusiasm’ at the start of change.
As we reflect on the defining business stories of 2024, one particular story stands out as a powerful reminder of the complexities inherent in global expansion.
This past summer brought us a compelling New York Times report about a leading chip manufacturer's challenges in Arizona - a story that continues to resonate because it touches on fundamental truths about leadership, culture, and organizational transformation.
Tip #6 asks you to be accountable for change success. How? 👇
Tip #1 asks you to engage with change in the present. How? 👇
Despite our best intentions, it’s widely known that over 75% of new year’s resolutions fail by the second week of February.
While it’s hard enough to keep one’s own resolutions, advancing organizational change can be even more daunting. The very fundamentals of such work – securing effective sponsorship, supporting impacted employees, clearly articulating the finish line, etc. – are tricky to align and execute.
Tip #2 asks you to understand the relationship between effort and outcome. How? 👇
Tip #3 asks you to focus on generating and sustaining momentum. How? 👇
Tip #4 asks you to learn about the direct impact of change. How? 👇
Tip #5 asks you to make sure leaders can drive change the right way. How? 👇
Why is it that most organizational change initiatives tend to fall into one of the following categories:
- It is slow to launch
- Are recycled from previous efforts that did not achieve intended outcomes
- Never realize their full potential
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