Change Management
Getting the most from your teams and colleagues in a rapidly changing environment is hard, particularly when teams are challenged just to keep up with daily demands.
My Process
I work with leaders to explore what changes you really need from your people, and to craft an effective approach to influence behavior so you can create sustainable momentum.
Clarifying where we’re going
We tend to think of change management as coming up with a sequence of steps and a plan to get from here to there. But in complex organizations, “there” often isn’t very clear when we start. An essential part of change management is defining, refining and elaborating exactly what the organization is moving toward.
Ensuring leadership alignment
It’s widely understood that effective change starts at the top. I work with leaders to ensure that the leadership team is sufficiently aligned around what they are changing to, and that decision-making responsibility is clear so that as the organization starts to shift, leaders can consistently reinforce the desired new behaviors.
Crafting an approach
The challenges associated with any given change can vary widely. Implementation of a new software package demands a different approach than a change in services, a reorganization, or a cultural transformation. There are many different frameworks and methodologies for managing change. I find that matching the approach to the particular circumstances of each change and each organization leads to smoother and more effective transitions.
Guiding the process
We tend to think that if we manage the change process perfectly, it will be smooth and seamless. Certainly it is important to address any potential technical or logistical glitches that can cause unnecessary problems. At the same time, change that involves new behavior is hard and is likely to generate resistance. In fact, if there were no resistance, there’s a good chance that the desired change isn’t happening at all. I work with clients as we move through the change process to make sense of and learn from pushback, so that we can work through issues as they come up, and move toward productive new ways of working.
Making it stick
Regardless of the specifics, the ultimate goal is to get the change to stick. Even though we might characterize a change as “simple” or “technical,” if we want the change to last then the right approach will also address the organizational underpinnings necessary to sustain the new way of doing things.
Project Summary
Aligning annual oversight with new strategic plan
I worked with a medical center that had adopted a new strategic plan to revamp their annual planning process so that the new plan could be effectively translated into routine management and oversight processes.
Client Testimonial
"Elizabeth has a remarkable ability to synthesize complex information, distilling it into actionable insights that propel individuals, teams, departments and organizations forward. Her energy and expertise removes barriers, fostering a clear vision and guiding us confidently along our path."
Client
The leaders I work with navigate more complexity than most.
Healthcare Organizations
Healthcare organizations, particularly academic healthcare organizations, are among the most complex organizations there are.
Higher Education
Universities, colleges and research institutes manage the tension between the need to sustain a safe community conducive to inquiry and learning, while remaining open to the surrounding community and the world.
Nonprofit Institutions
Nonprofit organizations navigate the same challenges as other businesses, but also face distinct tensions that stem from their mission-driven nature.
Services
I offer distinct consulting and coaching services, but I find the greatest value often lies in making connections between them.
To ensure we are focused on the most impactful intervention, every engagement starts with an exploration of your specific goals and challenges, and a review of relevant data. I can then design a targeted scope and process with real value for you, often combining aspects of multiple services, such as:
Strategy Development
A strategic plan is, at its most basic, the answer to two questions: “What is success?” and “How will we get there?”
Organizational Design
Complex academic and service organizations often grant considerable autonomy to department and local leaders. At the same time, they must coordinate activity across multiple functions and sometimes large distances.
Change Management
Getting the most from your teams and colleagues in a rapidly changing environment is hard, particularly when teams are challenged just to keep up with daily demands.
Executive Coaching
Executive coaching is an opportunity to address the organizational and business issues most on your mind, while also exploring and cultivating your leadership identity and voice.
Team Development
Effective teamwork can amplify the impact of talented individual leaders and team members.