Transformational change is everywhere. Or better put, attempts at transformational change are everywhere. But while there is significant focus on the strategy side of transformational change, Sponsors still don't put enough emphasis on the actual implementation of the transformation.
If your organization is embarking on enterprise-wide change be aware that your organizational structure has a major impact on Sponsorship.
One of the biggest aha's from our change management consulting work with leaders of transformational change is that there are certain tasks that only they can carry out. While it may be common practice for these leaders to delegate implementation responsibility, the fact is that there are six essential tasks that can't be delegated to Change Agents.
What falls under the change leader job description in best practice change management consulting? Here's a role description we use in our own change management consulting where we are applying the Accelerating Implementation Methodology (AIM) to complex, large-scale changes in our client organizations:
Question: What's one of the first things many organizations do when they embark on transformational change?
Answer: A new vision and values statement.
But is this really a meaningful way to start the transformational change journey?
