GOC Change Management is the design and alignment of people and organizational factors to support and reinforce process to achieve business results and organizational strategy.

It is the integrated process for making sure that all processes, systems, and structures balance and support each other to produce the desired results.

Why Transformation Efforts Fail

• Lack of a clear connection to strategy
• Lack of a compelling, clearly articulated business reason for change
• Piecemeal approaches to change initiatives
• Failure to design the people systems with the processes and technology solutions
• Lack of active, visible leadership
• Lack of skills and competencies to function in the end state environment
• Beginning communication, involvement, and training too late
• Not getting commitment from stakeholders, support organizations and end users

The Five Critical Transformation Capabilities

Leadership: To be a role model and to demonstrate commitment, leadership, and consistency.

• Leadership style (e.g.,autocratic vs. participatory)
• Clarity of strategy, direction, and guidance
• Accessibility and visibility
• Communication and listening skills
• Decision making style and speed
• Team leadership and teamwork

Communication: To ensure effective and efficient on-going communication and information sharing.

• Communication strategy and planning
• Communication and information sharing mechanisms
• Media and vehicles
• Articulate and selling the importance of change efforts

Accountability: To utilize fact based decision making and to fully engage 100% of the organization in managing the business through accurate information.

• Linkage to strategy
• Diagnostic Metrics Emphasis on “how” rather than “how many”
• Self-diagnostics and corrective measures
• Fact based problem solving and decision making
• Accountability linked to measures and goals

People Development: To ensure that the enterprise has the knowledge and competence to respond to competitive challenges.

• Training, education, knowledge transfer, and development processes and systems
• Knowledge management infrastructure
• Delivery mechanisms for training, mentoring, coaching, and feedback
• Breadth of support for all skills and competencies, e.g., technical skills, business skills, and team and interpersonal skills
• Reward and recognition processes and procedures Individual, team, department and organization focus
• Development and growth opportunities

Process-Centric Organization: Operational visibility, understanding and control over processes that reside anywhere in an extended enterprise.

• Roles and responsibilities
• Knowledge and skills
• Decision making responsibilities
• Job and role definition
• Staffing, resourcing, redeployment & separation
• Cultural alignment of behavior and processes to vision, mission, and principles