Change Leadership
Consulting
Change ManagementInterventions
Why transformational change efforts fail
Change is inevitable (mergers, acquisitions, restructuring, leadership changes, new strategic priorities, etc.) How you respond and how quickly you respond will determine whether you will ultimately win or lose. Implementing significant change in an organization is often unsuccessful for three reasons:
- Failure to make a compelling case for the change.
- Failure to engage people in determining the transition implications.
- Failure to distribute ownership for the change deep into the organization
By intelligently balancing your management and leadership skills, you can actively influence the trajectory and impact of change in your organization. Our approach combines the results of a proven Change Leadership Assessment with a dynamic intervention. Together, they diffuse resistance and ignite momentum.
You Can’t Change What You Can’t Measure
Our Change Leadership Model provides a clear, realistic view of the key phases and leadership actions required to lead change. This is a tool that can inform and guide you as a leader, and support your people, to define and implement meaningful, intentional and positive change. Three major phases, defined through 10 key leadership actions, will give you in-depth knowledge of how to plan for and successfully implement your change.
Change Leadership Assessment
People don't resist change, they resist BEING changed
Change is everywhere. It is so common that it’s easy to treat like the weather – to shrug your shoulders and say, “What can I do about it?” But, unlike weather, you can actively influence the trajectory and impact of change. But it requires a realistic view of your current reality, specifically through how your people currently perceive the change.
The Change Leadership Assessment was developed with that end in mind. The tool measures how people perceive how well the organization is prepared for the change, whether or not people are engaged effectively in the change, and how well leadership is reinforcing the change. The goal of the assessment is to provide an exact communications and engagement map for leaders charged with driving change across their organization.
Leadership Team Development
Design. Development. Delivery.
These are the 3 core capability of our firm’s leadership team development program. Stratton Consulting’s training programs and executive coaching relationships on leading change are highly experiential. We spend little time on concepts and models; instead, we concentrate most of our work on feedback and perception. Taking teams off-site continues to serve as a great opportunity to inform, galvanize, and plan for future business challenges.
Unfortunately, this opportunity is often lost due to poor planning, ineffective facilitation, and sloppy follow-through. Stratton Consulting has developed a highly productive approach to designing, facilitating, and supporting off-site events to ensure that business goals are accomplished and that high-performance teams are developed. In fact, many of our clients today utilize off-site meetings as a core element for either improving management practices or management teams. High-Performance Change Leadership Teams are the result of smartly designed practice.
Ready to Learn More?
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