Enterprise Transformation and Change Management:

What is enterprise transformation?

Over the years there have been a number of labels attached to the work of keeping an organization relevant to the times and ensuring that the organization is being true to its purpose and living up to its potential. Many years ago it was called reorganization (not the financial kind). A short time ago the most popular term was reengineering and there have been a number of other labels in between. We use the term enterprise transformation. In using this term we identify an endeavor which recognizes that a holistic approach is necessary in order to enable the organization to accomplish its purpose and realize its potential. In short, there is a real transformation required to move the organization from where it is now to where it needs to be.

Usually the sum total of the changes required to realize the true potential of the organization and accomplish its new purpose is not known at the outset. But, the realization has been made that it is necessary to consider the fundamental ways in which the organization operates, and the behaviors and competencies with which individuals are equipped to perform their work in an increasingly competitive marketplace. That means the business strategies, functional capabilities, operational philosophy, policies, procedures, and organizational structure and culture all need to be aligned for success.

Success demands both effectiveness and efficiency; doing the right things at the right time with the appropriate resources and information. For high performance, today's organizations must be properly designed in both function and structure. Practical and complete solutions to complex organizational problems are formulated and implemented through a complete understanding of the interrelationships among these specific areas:

Organizational design & development	Vision, mission and goals
Organizational behavior	Strategic planning
Managing organizational change	Performance improvement
Commitment to quality and client service	Human performance and potential
Training, education and development	Alignment of Structure, Systems, Policy and Procedure

Change Management

With the recognition that there will be changes also comes the recognition that appropriate attention should be devoted to eliminating or minimizing the adverse effects of these changes and to coordinating and managing the process of change. This is usually called "change management" or "managing change."

Appropriate efforts to manage change would include the following:

	Anticipate and fully identify the specific nature of the performance improvement and productivity changes that must occur in order for your company to be highly competitive and successful in the pursuit of its business strategies.
	Anticipate and fully define the impacts of those changes on all aspects of the organization; e.g., operational, organizational, etc.
	Anticipate and fully describe the impacts of those changes on individuals and teams within the organization.
	Formulate measures to eliminate or minimize the adverse effects of change on the organization and the individuals within the organization.
	Formulate programs to manage positive change efforts in the cultivation of new cultural attributes within the organization.
	Design, organize, establish and support the operation of a team for managing the change effort. This team is to be responsible for all aspects of successfully implementing, monitoring, evaluating, and revising (if needed) all change initiatives and activities in an aggressively "on-time, on-budget" manner.
	Effectively manage all communication related to this change initiative so that changes are understood and appreciated as a positive and essential in accomplishing your company's business strategies and as a success for individual employees throughout all levels of the organization.
	Anticipate, and then coordinate, in a comprehensive and synergistic manner the many individual initiatives that are required for success in the change endeavor. This includes anticipating and coordinating all of the interrelationships and links among various actions, activities, events and initiatives from beginning to end of the change process.