SITUATION
A Fortune 100 financial services organization was facing major pressure to meet the needs of its stakeholders. With increased workload but expenses required to stay flat, the group needed to optimize its resources and find new ways to operate. Several transformation activities were implemented to grow efficiency through new processes, systems, and resourcing strategies. This required a fundamental shift from the accustomed way of working for employees.
SOLUTION
The team created a change management program to better articulate the “why” behind the transformation effort, and how it would benefit not only the organization as a whole, but specific individuals within it. The team designed a Strategy Map to clarify the purpose and strategic priorities across the organization. The team created a change management & communication plan to sustain the change effort over the long-term and ensure it wasn’t just an uncoordinated series of “one-offs”. The plan focused on key change agents within the organization to build buy-in, trust, and rapport across the organization. The team also established a set of measures to track progress towards the team’s strategic priorities and the impact of the transformation effort to help inform how to adjust the plan along the way.
RESULTS
Increased strategic clarity for the transformation effort
Fostered change leadership with key players
Initiated communication at all levels of the organization about transformation effort
Set up discipline for change management strategy and strategic measurement
Capability development for key team members of the company to sustain this processoyees
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