JUST A THOUGHT: Organisational Change - Testing Your Vision
Sooner or later every business will need to implement an organisational change programme. First steps should normally be competitor analysis, customer and market research and internal meetings to discuss the change that your organisation needs. You may get a project team working on the change programme. You will almost certainly also need to develop a vision statement for the programme. This will set out what you want to achieve with your change initiative or where you see your organisation once the programme is complete. It may offer a set of measurable targets or list a series of ‘values’ or ‘cultural attributes’ that you hope to see in place. Any or all of these are OK.
Here’s how to test the viability of that vision statement. First check that you have such a statement. (If there isn’t one, you’re not ready to launch your change programme.) Next, make sure that it’s not more than 250 words at the absolute maximum. (75 would be better.)
Third, select a representative group of employees and give them a copy of the statement to read. Tell them that this is the vision statement that has been agreed for your organisation’s change programme. Do this face-to-face, either individually or in a group, so that they have not seen the vision statement in advance.
Give them a little time to read the statement several times (this may be 1-2 minutes in the case of a very short statement; up to 10 minutes if it’s longer). If they are in a group, do not allow them to discuss what they have read or their reactions to it. Then take away the vision statement and ask them the following seven questions about it. Encourage them to write full answers, rather than just a “Yes” or “No”:
These questions are derived from The Organisational Change Audit - a fully scoreable, self-assessment audit from Cambridge Strategy Publications.