What are the barriers to organizations implementing the organization strategy?
If you always do what you’ve always done, you’ll always get what you’ve always got! Organizations don’t change! People do - or they don’t!
Strategy & Organization
In the fifth century BC, Sun Tzu wrote: "In peace prepare for war, in war prepare for peace. The art of war is of vital importance to the state. It is a matter of life and death. A road either to safety or ruin. Hence it is a subject of inquiry which can on no account be neglected… Know your enemy, know yourself and you can fight a hundred battles without disaster… The supreme act of war is to subdue the enemy without fighting."
The future success of any company - whether it is a large holding company, a subsidiary, a start-up, or a public body - depends on how effectively the organization adjusts to new challenges and continuous change.
What are the barriers to organizations implementing the organization strategy? Some of them I identified below, but I’m sure there are more:
·Level of overall organizational maturity
·Minor Internal Resistance for Changes of progressive improvement
·People like to do things the way how they did it before
·Age factor of employees
·Organizational Structure
·Clear defined roles and responsibilities
·Poor communications
·Governance Model
·Clear understanding of Org strategy
·Autocratic processes in Organization
·Government Regulations
·Market Changes/Dynamics
·Competitors plans and actions
·Legal and Regulatory Compliance
·Fair of changes that people may lose their jobs or positions
·Fair of increased business risks
·No internal trainings how to use new processes and template documents
·Not every department or division is adopting new processes and / or new templates at the same time
·Poor prioritization of the changes – H/M/L
·Leadership change during strategic changes
·Not timely decision making
·Poor Leadership
·Same team working on Ops activities and projects
·Understanding of risks associated with strategic changes (internal and external)
·Selection of right projects at the right time
·Corresponding business goals not aligned with new org strategy
·Technological changes
Achieving fundamental change in an organization is at least a 2 to 3 year process, but organizations often run out of energy or lose focus after 9 to 15 months. Each Organization in order to avoid barriers listed above should avoid the following mistakes during the implementation of the new organizational strategy.
Starting too late
·Pressure to act quickly undermines values and culture
·Leaders take drastic steps quickly with no time to explore alternatives
·Values about participation, involvement, or concern for people disappear
·Cynicism grows
No winning strategy
·The best strategic change program in the world won’t do any good if organization doesn’t have a strategy for getting where it wants to go
Fanfare
·Too often organizations announce big strategic changes and new programs with big events and fanfare, but then very little actually happens
·The initial energy and enthusiasm fades, specific changes are never identified let alone implemented, results aren’t realized, managers don’t adjust, or maybe something better comes along leading to a new ‘launch’ with new fanfare
Employees hear from the media first
· Journalists dig for information, and items can run in the media before employees hear about them
· Middle managers look dumb and uninformed
· Employees feel insulted and left out
Failure to make a compelling and urgent case for change
· Failure to create a strong sense or urgency causes a change movement to lose momentum before it gets a chance to start
· Establishing a true sense of urgency without creating an emergency is the first objective achieved to overcome the routine of daily business
Only focusing on the rational elements
· Organizational change will be extremely difficult in most cases if managers rely only on making a case to the rational, analytical, problem-solving side of the brain
· Instead, they must also make an emotional case for change and align the rational and emotional elements of the appeal
· Before you can get buy-in, people need to feel the problem
Not dealing proactively with resistance
·Managing resistance to change is challenging and it’s not possible to be aware of all sources of resistance to change
·Expecting that there will be resistance to change and being prepared to manage it is proactive step
·It’s far better to anticipate objections than to spend your time putting out fires, and knowing how to overcome resistance to change is a vital part of any change management plan
Lack of communication
·Change management communications need to be targeted to each segment of the workforce, and delivered in a two-way fashion that allows people to make sense of the change subjectively
Not enough leadership
·Too many leaders focus too much on management and too little on leadership
Ignoring current corporate culture
·All change in organizations is challenging, but perhaps the most daunting is changing culture
·When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur.
·Do not under-estimate the status of quo culture
· Culture eats strategy for breakfast, lunch and dinner
Failure to understand and shape the informal organization
·Organizations usually have networks and coalitions of people that are not visible on the formal Org chart. There networks and coalitions help shape opinion
·They can either accelerate or retard change. Ignoring or circumventing these groups can result in actual resistance
Not involving the employees
·Leaders must actively involve the people most affected by the change in its implementation
·This will help ensure employees at all levels of the organization embrace the proposed changes
Over-reliance on structure and systems to change behavior
·Structural and systems changes help create a new context and orientation. And they have the surface appeal of being visible and fast
·But people do not become different just because you put them in a new context
Failure to distinguish between decision-driven and behavior dependent change
·Getting people to change their behavior requires a different mindset and a different set of leadership skills than making decisions about strategy
Lack of skills
·Change does not happen through goals and exhortation alone. Like any business operation, it also calls for the right skills and resources
·Organizations often simply fail to commit the necessary time, people, and resources to making change work
·Paradoxically, successful behavior change often demands the very skills the change is trying to create
Focusing only on the long term
·Large-scale organizational change is a long process
·Break down your vision into smaller short-term goals, and communicate short-term successes at each opportunity
Failing to plan small successive successes
·An important part of sticking to the vision is to create opportunities to achieve smaller goals along the way
·These small successes will not only work directly toward achieving the desired change, but will create positive feelings of accomplishment and the drive to pursue the next goal
Assuming that change is complete once initial goals are achieved
·If you declare victory too soon, the focus will be taken away from your efforts, and all traces of your hard work could soon disappear
·Successful companies consistently re-evaluate their change efforts to determine where area can be improved, such as employee development and retention, new projects and new systems and structure
Conclusion: Strategy is an art and science, and metaphorically, confining ocean into lake or expanding galaxy into universe is her greatest art and defining what is real and what is not real is her pure science.


