Wendy Hirsch
JULY 29, 2020
Key Points Measuring change results can help you to achieve the vision of the change, and support your organization to build its competency in managing and driving organizational change in the future. Take a multi-dimensional view of change success, evaluating completion, achievement, and satisfaction.
Wendy Hirsch
MARCH 24, 2022
The Research : That’s the question posed by Mariano Heyden and colleagues in their 2016 study, which included data from over 450 organizations. These researchers wanted to understand how the responsibilities carried out by various levels of leaders influenced employee support for organizational change. References Burgelman, R.
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Wendy Hirsch
AUGUST 12, 2021
SUMMARY Choosing the right strategies to help your organization navigate change requires you to first recognize the kind of change journey you are on. Some organizational changes are like hiking through a dense forest. Revised March 2016.) **Toyota case study: Adler, P. Goldoftas, B., & Levine, D.
Wendy Hirsch
SEPTEMBER 9, 2020
In our minds-eye, we may see a single person leading a change. This can work, but generally only for small, well-defined changes. Changes of any kind of scale, such as those that impact multiple functions or locations, if not an entire enterprise, require some degree of co-leadership. The heroic leader, if you will.
Wendy Hirsch
JULY 20, 2020
It’s essential to reflect on change success using all three. Achievement: Did you achieve the intended results of the change? For large-scale changes to transformation efforts that take multiple years to implement and potentially longer to produce outcomes, I find it useful to differentiate achievement a bit further.
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