ORGANIZATION DEVELOPMENT

TOPIC :- CHANGE MANAGEMENT REQUIRES LEADERSHIP CLARITY AND

ALIGNMENT
From : FORBES by Glenn Llopis

PRESENTED BY :- RAVI
SHARMA
140701027

 Changemanagementis in full-force across all industries,

yet many leaders are unprepared to act upon and
operationalize the requirements for change to avoid
business disruption.
For many organizations, preparedness begins at the top and
this means thatleadership across all levels must have
absolute clarity in purpose and focus; there also must be
alignment in strategic philosophy and resolution goals.
Many organizations are slow to change as the internal
politics makes it difficult to reach consensus across all
levels of leadership.

Having led several change management strategies, it is imperative that

an organizations leaders have clarity and are in alignment with their
responses to the following questions (as a result of their change
management efforts):
What does success look like operationally and financially and
how does this benefit our employees and customers?
What is our mission trying to solve for the industry we serve
and how can we improve our ability to accomplish more than
in the past so that the organization can remain competitive,
become more profitable and/or achieve market leadership?
What resources and relationships are mandatory to accomplish
our goals, achieve sustainable success and be significant in our
industry?

So what does clarity and alignment

really mean?
When leadership can break down the silos across
functional/departmental areas in order to stimulate and
operationalize diversity of thought. Through the crosspollination of ideas and ideals the organization can be more
collaborative andinspire innovative teamsto solve problems
and identify opportunities together regardless of hierarchy
or rank.
The clarity this example illustrates is that of a
teamwork mentality, and without it nothing else matters.
This level of clarity breeds the expectation from every
employee that only those willing to be a team player belong
in the organization and fit the culture that is being created.
You can challenge each other and put your ideals to the test

 If you think about your own organization through this

example, is everyone clear about the organizations
workplace culture?
Do they have the mindset and attitude that is expected
from each employee and its leaders in support of its
mission?
Many organizations lack clarity because there is
misalignment within leadership that makes it difficult to
clearly define expectations for all involved. This is why
operational silos exist forcing change management
upon organizations and its employees.
Its impossible to have clarity and alignment when the
leadership teams within a company represent disjointed,

Challenges for the

Organizations
Change management is a challenge when leaders across
the organization are not willing to share their
intellectual capital for the betterment of a healthier
whole.
In other words, leaders hold-on to the intelligence that has
defined their success perhaps indicating a hidden
agenda rather than share their success and insights
with others to strengthen the intellectual capital foothold
of the organization so that it can more effectively grow
and compete.
It is impossible to create an environment of clarity and
alignment when transparency is missing from its
leadership. How can an organization be innovative and

 This has historically been the case in the physician-led healthcare

industry where leadership must now shift from a cottage
industry to big business. Below is an example that illustrates
the intellectual capital requirements for a medical institution
seeking to best serve the growing number of Hispanic patients
accelerated even more by the Affordable Care Act (ACA).

 There has not existed any alignment amongst leaders

within each major functional/departmental area.
This is why the
healthcare industry is not in a position to lead change
management
efforts to best serve the demographic shift during a
time when the demand for it is at an all-time high.

Suggestions
There must be a common language that guides execution,
monitors progress and allows for course correction along
the way.
There must be a culture where leaders are willing to share
all of their intellectual capital and everyone throughout the
organization values teamwork and the urgency of breaking
down silos.
Above all, there must be a well thought-out, clearly defined
and communicated strategy behind any change
management effort thats where you can begin to show

Question
How the problem of keeping secretive agenda of
success to be solved ?

THANK YOU