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Change Management Takes Culture Change

By  Erik Raper Erik Raper  on 2016-03-31 17:14:40  |  Featured in  Communications
Erik Raper
Posted By Erik Raper
in Communications
on 2016-03-31 17:14:40

Change.Management.Takes.Culture.Change.jpgWhatever it is that you’re trying to change, from your corporate culture to your technology tools, you will require a vision. 

Implementing change requires effective communication through every level of an organization. It is necessary to communicate your enterprise's change management vision to as many members of the organization as possible - so they will get on board and stay on board throughout the transition. 

Why? There are sure to be some obstacles standing in the way of implementing changes in your organization. It’s important to be as open-minded as possible in order to create an environment that supports sustainable growth and innovation - and it is critical for the entire enterprise to support change management goals.

A well-defined change management strategy can make the difference between successfully leading change within an organization ... and not.

Unfortunately, many organizations fail in their attempts to implement changes because they do not have a well-defined strategy that takes into consideration the buy-in from every member of the organization.

Most experts agree that a holistic approach that addresses the need for continuous change and open commnuication is the best approach. 

While the process may seem complex and, at times, overwhelming, when you complete one step at a time it can actually be quite manageable. If your organization is interested in defining an effective strategy for leading change, make sure to complete the following steps and you should be on the road to your desired future state. 

Read Also:Organizational Change Management Cultivates Team Acceptance

Keep in mind, when employees see that the leaders in their organization have taken the time to develop a change management plan that considers their wants and needs, they are bound to perform better and get more involved in the transition. 

Change.Management.2016.Takes.Culture.Change.jpgChange management is all about maintaining more effective individuals and teams within a company, even as the organization goes through major structural changes.

This requires a set of tools, techniques and processes that are focused on how a project affects the people within an organization, and how these people can best achieve business goals. Decision-makers must deploy communication systems and organizational tools that are designed to help these people adjust to changes in the organizational structure and feel positive about the transition as it comes to pass - this is the best way to ensure changes are adopted fully, permanently and without risk of destroying the company morale.

Read Also: Change Management: Is Your Organization Change Capable?

In order to develop a highly supported and high-performance workforce through strategic change management, it’s essential to look at things differently.

This shift in attitude is the first step. Rather than taking the monolithic business approach of recent generations, firms must look for ways to make change less burdensome and more productive for the individuals and teams involved.

The traditional business model strives for profitability and operational excellence, but doesn’t always provide the flexibility that is necessary when new technologies and structures must be adopted, in terms of corporate culture.

In the constantly changing modern business environment, flexibility is the key to keeping up with the competition and thriving. It’s also necessary to determine the best ways to incentivize personnel in order to lessen the perceived disruption and get everyone on board and committed to the change. These simple, holistic steps will help in developing the corporate culture and mindset that is necessary to prepare for and successfully navigate ongoing operational changes.

With the right mindset, leadership and support,
it’s possible to move forward and thrive in a time of change.
5 Common Mistakes When Managing Change Webcast
Erik Raper

Erik Raper

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Erik Raper heads Paragon’s Marketing and Advisory Services teams across focused industries. In this role, Mr. Raper leads his team to bring deep industry experience, rigorous analytical capabilities and a pragmatic mindset to clients’ most complex business problems. Mr. Raper’s team of marketing and strategy professionals work with Paragon’s Industry Leaders in the development of key go-to-market solutions which align to Paragon strengths and are essential to achieving clients’ business imperatives.

Before being appointed to his current position, Mr. Raper has served several key roles at Paragon including Director of Strategic Solutions Sales, Vice President of Strategy, and leader of Advisory Services. Mr. Raper guided the development of a suite of straight-through-processing (STP) solutions that focused on delivering business value–expanding Paragon’s Fortune 500 clientele and establishing the foundation for the firm’s brand platform: "Improving the Way Work Gets Done."

Prior to his appointment at Paragon in 2004, Mr. Raper spent seven years with Prudential Financial. As a vice president, he was instrumental in leading Prudential through a major operations and technology re-engineering in support of the company’s initial public offering. Preceding his employment with Prudential, he spent seven years with AT&T in various Marketing and Strategic Planning positions.

Mr. Raper holds a B.A. in Marketing from Columbus University, Metairie, Louisiana.

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