DesignOrg Solutions
@Docta_Rob
Change is certain. Readiness isn’t. | Change will happen. The question is, will your leaders and teams be ready when it does? That’s where I come in.
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Emotions drive change. If employees are excited and optimistic, they’re going to help you drive your initiatives forward. Likewise, if they’re scared, frustrated, or anxious they will not be quite as responsive. #Change_TheConversation #ManagingChange #ChangeLeadership
VP of Sales watching the CEO rollout a ‘brilliant’ change initiative for the commercial team, that he’s just now hearing about. No strategy. No alignment. Just vibes.
Sounds like a mindset shift is necessary, for your sake and your team’s sake. Instead of clock watching, perhaps you should focus more on outcomes. Are they getting the work done? Is production up? Are they meeting KPIs and production targets? This is what should matter most.
ive hired and fired dozens of employees this year. most of them weren't even bad at media buying. i just can't have people clocking in at 9 and clocking out at 5 i doubled salaries where the minimum was 6 figures at the lowest and still the employees would only work set hours and…
Be honest, after a major org’l change, have you ever have used a workaround instead of following the new process? A Every time. B Sometimes, if the change didn’t make sense. C Rarely. I try to adapt. D Never. I’m all in once it’s rolled out. Please QT, so others can respond too
Not all change is hard, but for everyone of us, there will be a change that is.
A 7x founder told me Musk didn’t need discovery before cutting jobs, his success in bldg companies“proved it.” Problem? building + transforming ≠. Builders create data. Transformers need data. When transforming, skipping discovery = rework, wasted resources, unnecessary pain.
After spending the last 3 weeks in the ICU w both my parents, I’ve had time to think - Change Readiness is much like Preventive Medicine. They’re both proactive. #changereadiness #changeman... youtube.com/shorts/2uR0jkm… via @YouTube
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Change Readiness is like Preventive Medicine #changereadiness...
They ignored your message. Here’s what you missed and it wasn’t the offer. They’re not an audience. They’re people. Waking up to real lives. Real stress. Real hopes. Real struggles. And you show up with a scripted message, a sales pitch, a discount, never asking, How are you,…
When you don’t take the time to ready your organization for change, here’s what happens: Buy-in for the change is overestimated by leaders Disruption is underestimated, and Timelines collapse Best chance for success is seeing the cracks before they widen.
When you don’t take the time to ready your organization for change, here’s what happens: Buy-in for the change is overestimated by leaders Disruption is underestimated, and Timelines collapse Best chance for success is seeing the cracks before they widen. #changereadiness
Many leaders measure their org’s capacity for change. Few measure the readiness for it. The difference? One tells you what’s possible. The other tells you what’s probable. #ChangeReadiness
Your deal logic is often sound. But value creation falters in the execution.
Your integration feels more like a hostile takeover because you neglect the people you’re acquiring. They must be prioritized on day 1, not day 91.
“Change isn’t a single event. It’s an ongoing part of how organizations operate and how leaders are tested. When priorities shift and uncertainty sets in, progress depends on how well people understand the path forward and stay aligned around it.” - HBR
Most roll-ups fail, not from bad math, but from underestimating the complexity of integration. The chaos of integrating software, teams, and processes The leadership void when the founder walks away The months (or years) it takes to actually build one cohesive company
You were such an important part of my teen years - every week for eight years. Rest in peace Malcolm.
Is it time your organization had a Chief Change Officer? The answer is, yes. Absolutely yes.
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