Initiating Change
Change is Inevitable. How You Handle it is Up to You.
Change is not only inevitable; it is the most significant external factor in business today. A study at Yale School of Management found that the average lifespan of a Standard & Poors (S&P) company dropped from 67 years in the 1920s to 15 years today. Estimates conclude that 75% of the S&P 500 firms will be replaced by new firms in the next ten years.
Padgett Performance Group helps companies respond to change in positive ways, so that they can do more than survive — they can thrive.
We recognize that adapting to changes in business today is a full-time job. We also recognize that people are the critical element. That’s why we work closely with top management to drive a tightly managed process that includes discipline and focus. Our goal is to make certain that change initiatives start on the right track and are monitored to guarantee they remain focused on objectives. We also leave an organization with the tools for continuing to manage change. Click below to learn more — or contact us today to discuss how Padgett Performance can help your organization manage change.
Organizations that have demonstrated the ability to adapt have become some of the strongest, most prosperous brands in history
“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage” —Jack Welch
- Gain the Support of Top Management
The critical first step in any change initiative is to secure the support of top management and unite the management team around the objectives. If they do not embrace change, it will not succeed. - Focus on Time and Culture
Problems multiply exponentially given too much time. That’s what makes a tightly managed process, focused on the value drivers, so important in producing rapid financial results. It’s also critical to focus on organizational culture and individual performance, getting people to work and play well together successfully. Communicate early and often to reduce uncertainty and ambiguity. (The alternative is confusion, alienation and resistance.) Then, be sure to monitor and fine-tune the process as the organization moves toward improved productivity, profitability and satisfaction.Padgett Performance Group helps engage the workforce by bringing teams together to design the change plan for each functional area. Teams are composed of the best and brightest role models. They are given a short time to create a short list of high-value initiatives. We facilitate the teams to ensure that they remain focused and collaborate with teams from other areas. For example, sales goals must consider the effect on production, and vice-versa. - See Change as a Process, Not an Event.
For today’s companies, there is no finish line for change. Keeping up with markets and keeping ahead of competition is never-ending. Our objective at Padgett Performance Group is to provide your company with the tools and training to manage your own destiny. The term of our engagement is limited. It is not our purpose to engage in open-ended or permanent engagements. However, the results we provide will last indefinitely. Our goal is for your business to become self-sufficient in implementing your own change management plan.To better manage change at your organization. Contact us.