Change Strategy

There is a common thread that weaves itself throughout the design and execution of both the process and content of our organization development intervention. That common thread is termed the Eight Principles of Transformation, a set of unequivocal principles for the management of organizational change that have been validated by over three decades of consulting practice. These principles are summarized below:

  1. Principle of Historical Force
    Take stock of the past of individual leaders and of the group as a whole; honor it and make it work to your advantage.
  2. Principle of Clarity of Purpose
    Make everyone understand, accept and commit to a clear common purpose and their respective roles in the performance of enterprise functions and processes.
  3.  Principle of Desirable End-state
    Ensure that the end-state is compelling enough to make people want to change the status quo.
  4.  Principle of Power of the Will
    In yourself and others is fired by high levels of confidence and the energy of ambition.
  5.  Principle of Sustainable Profitability
    Aim for continuously creating value by relentlessly looking after the absolute and relative strengths of the enterprise.
  6.  Principle of Challenges and Constraints
    Know what is feasible to overcome and work around what is insurmountable; demand proof of concept when failure is expensive and it is possible to do so.
  7.  Principle of the Key
    Focus on the significant few; attention is your most limited resource.
  8.  Principle of Change-friendliness
    Make friends with change. Seek it. Exploit it. Challenge conventional wisdom. Only the wisest or the most stupid never change.
These 8 Principles of Transformation is embedded throughout the implementation of the Organizing for Business Excellence paradigm.