Implement Large-Scale Systems Change:
3 Easy Steps
Whosoever desires constant success
must change … with the times.
1469-1527
Florentine Diplomat,
Author, Philosopher, Historian
The needs of customers and markets change – especially in times of economic turbulence. Turbulence arises quickly and requires rapid responses at every level of your organization.
Change ready cultures ensure organizational success
Large-Scale Systems Change
According to The Concise Oxford Dictionary, the word change is defined in terms of life…”making or becoming different… an alteration or modification. As a verb, it is defined as, “…a change from one system or situation to another.”
What does a Large-Scale Systems Change require?
It requires systems thinking and its success is dependent upon the awareness that organizations are living entities and are interconnected systems. Changes made in one department have ripple effects across your system.
Systems thinking addresses complex challenges. It reflects that everything is dynamic and that feedback loops will result in changes across one, many, or all departments. To reach effective and long-lasting solutions, these loops require early problem solving that consider actions for successful outcomes. Hence the need for precise assessments when evaluating your systems and culture.
Antrim recommends that your Large-Scale Systems Change agents take a holistic approach and act as detectives and problem solvers. Their responsibilities are to assess and identify areas for necessary improvement and communicate the benefits set by your organization’s Strategic Planning Goals. Areas to assess:
Global and/or domestic economy
Customer needs
Organization’s financials and marketing strengths
Workplace processes and procedures
Current and future labor availability and
Required skills training
To improve is to change
To be perfect is to change often
1897 – 1965
Prime Minster of the United Kingdom
Large-Scale Systems Change Steps
Successful organizations implement Large-Scale Systems Change strategically.
Here’s how your organization can do it, as well.
Step 1. Key Stakeholders Communicate Change: It’s Key in Large-Scale Systems Change
Key stakeholders determine the success of your Large-Scale Systems Change. Their assessments, findings, and recommendations will influence the organization’s decisions, actions, and long-term impact of organization-wide changes. Additionally, they are responsible for the clear and timely communication of their findings and will collaborate with those implementing the Large-Scale Systems Changes. Thus, it’s important to identify key stakeholders early on, ensure they are true detectives, and retain them throughout the Large-Scale Systems Change initiative(s).
An important ingredient of any Large-Scale Systems Change is to ensure that communication remains open in the planning and throughout the implementation phase. Flawless and frequent communication enables your stakeholders to understand the intended changes and how the changes will improve their performance and will ensure successful Large-Scale Systems Change implementation with the following benefits:
Eradicate system-wide waste
Leaderships’ action for required change
Increased knowledge acquisition
Improved workforce performance
Increased bottom-line profitability
During any Large-Scale Systems Change, it’s important to assess down-stream departmental stakeholder needs, interests, and ensure their input, commitment to, and engagement in the Large-Scale Systems Change implementation. Their collaboration and input will ensure:
Accurate and relevant feedback
Timely decision-making
Increased trust and support during the change initiative(s)
Successful project outcomes
Reduced costs, errors, and risks throughout the change initiatives
Step 2. Tackle Resistance: Break the Road Block to Large-Scale Systems Change for Organizational Success
All Large-Scale Systems Change initiatives face resistance. It’s inevitable. People fear change for many reasons. Some feel they will lose their jobs, that tasks and responsibilities will be added or deleted, or that they may fail with the identified changes required of them. It’s important to remain alert for any resistance.
Antrim’s clients experience less resistance and gain early buy-in by clearly communicating a Large-Scale Systems Change initiative as early as possible. Change initiatives impact everyone to some degree. Clear and continuous communication lessens fear and strengthens buy-in. It explains the why, when, where, and how for the intended Large-Scale Systems Change(s). Asking for input is a good start! Workforce questions will alert your key-stakeholders and change facilitators to possible resistance. Dealing with resistance, in its early stages, lessens the resistance and maximizes buy-in for early success!
Antrim recognizes that many in your workforce are your knowledge assets. Therefore, it’s essential that senior leadership consider and engage those assets as early as possible. They will offer invaluable insights – but only if they are invited to be heard! Their inclusion will provide and optimize:
Buy-in to the Large-Scale Systems Change
Beneficial insights
Accurate and timely decision making
Flawless and rapid implementation of all changes and
Long-lasting benefits
Sharing the success of any Large-Scale Systems Change oxygenates everyone involved. Throughout the change initiatives, consistent measurements are imperative. Measurements may alert key stakeholders that change in any one area is not working. Key stakeholders must identify why and eliminate troubling issues.
Step 3. Measuring Success: Share the Gains and Savings
Measuring your change initiatives is important; it allows you to optimize the required changes, share the gains, and savings. Sharing information in a clear, concise, and timely manner is essential to the ongoing success of any Large-Scale System Change initiative. Successful change bolsters everyone and oxygenates them for future change initiatives.
The most effective organizations commit to and build continuing readiness and adaptability for change. Remember the vital roles of your stakeholders. Engaging each stakeholder group results in successful Large-Scale System Change efforts. Provide ample resources, be alert for resistance, design accurate measurements, and continually communicate change initiative progress to all. Each guarantees continuing organizational success.
Anticipate and prepare your organization for Large-Scale Systems Change!
Change does not change tradition. It strengthens it.
Change is a challenge and an opportunity,
Not a threat.
Duke of Edinburgh
1921 – 2021
Strategic Planning: The Kicker for Large-Scale Systems Change
Riding a wave of success is exciting, crashing on the rocks brings calamity!
Your organization’s Strategic Plan is a roadmap for a successful future. At the core of every Strategic Plan is a question for senior leadership: “Do we have the key competencies to implement a Large-Scale Systems Change? Antrim Consulting recognizes that Large-Scale System Change initiatives are most effective when organizations:
Consistently monitor domestic and/or global markets
Monitor economic changes and respond rapidly
Assess and build workforce knowledge, skills, and performance
Maintain a culture with a bias for change
Invest in workplace excellence at all levels
Successful Large-Scale Systems Changes are most effective when the groundwork is laid before changes are required.
The value of Strategic Planning lies in successful implementation. Strat Plans broaden leaderships’ awareness of current markets, existing and future competition, and investments needed to maintain the health and wealth of your business and/or services. It identifies your organization’s needs for timely, rapid, and successful change. Effective change depends upon the commitment and skills of your leaders to consistently monitor and respond to external events that may require rapid responses. Importantly, your Strat Plan will consider barriers and constraints that may thwart continuing successful Strategic Plan and future Large-Scale Systems Change implementations. Your organization’s Strategic Plan identifies your organization’s needs, and then builds and maintains the health and vibrancy of your business.
With the above in mind, Antrim works closely with your leadership to identify potential market erosion due to unseen competition or changing economic forces. We develop and provide your organization with tools and techniques to search for and respond to change opportunities – before they are needed.
Final Thoughts: Start Assessments Now
Antrim Consulting’s client engagements begin with collaboration and assessments of your organization’s Strategic Plan implementation. Strategic Plan assessments often reveal necessary changes to your organization’s workplace processes and procedures as well as your current and future workforce needs. Your organization’s success must be led by change-oriented leaders who possess and imbue your entire workforce with a bias for change. Their knowledge, skills, and abilities will avoid damaging economic turmoil, anticipate shifting customer demands, workforce shortages, and looming issues threatening your organization’s bottom-line profitability and/or client service excellence. Identified Large-Scale System Changes ensure your organization’s relevance and market dominance.
For many decades, American organizations, large and small, have flourished and enjoyed phenomenal success with continually expanding market growth.
However, Antrim cautions leaders: do not remain complacent.
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