How to Align Change Management with Innovative Goals

“The greatest danger in times of turbulence is not the turbulence; it is to act with yesterday's logic." – Peter Drucker Transformation has been the buzzword of the decade, and I don't see that changing. But here's the biggest problem with how we do it - changing the system without changing the business logic. If you do that, it's like replacing all the cabinets in that small inefficient kitchen you want to remodel...in exactly the same configuration and location, but, y'know, maybe they're soft-close? Actual transformation doesn't happen until both the logic and the system evolve together. 1️⃣ Don't change? Status quo. Your risk is the risk of doing nothing. 2️⃣ Change the system without the logic? You've automated inefficiency and wasted money - if you were going to do nothing, you could have just done nothing without automating it. 3️⃣ Change the logic without the system? You're fighting modern battles with outdated tools, but it makes it easier to find the inefficiencies and scrub them from requirements when you do modernize. 4️⃣ Change both? This is when you create the conditions for innovation, efficiency, and transformation. Transformative change isn't about figuring out what system to buy, and it definitely isn't about making that system conform to our processes. It's about aligning technology and updated, purposeful processes. These things can't be done in silos, which means we need to do the work to bring how these things are modernized together. Transformation is a partnership between system and logic. If you don't want it to be just a buzzword, don't settle for anything less. #ChangeManagement #ChangeLeadership #Modernization #Happy2025

Your company's growth is a tightrope walk between innovation and complacency. Take too few risks? You'll be forgotten. Take the wrong risks? You'll compromise your brand. Plenty of the world’s most innovative companies we work with at Motto have figured it out, and we’ve seen some patterns. They expand boldly *without* compromising who they are. How’s this possible? By aligning innovation with their core values at the foundational level. Here's what that looks like in practice ↓ ⦿ Value-driven decision making Every new initiative should be measured against your company's fundamental beliefs. If it doesn't align, it's not worth pursuing. ⦿ Create a "failure budget." Allocate resources specifically for experimental projects Reward people for trying, not just succeeding. This tells your team it's okay — wonderful, even — to take calculated risks. ⦿ Implement an innovation framework. Set clear guidelines for new ideas. Leaders should ask themselves… → What will keep our company in the leader position? → What is the impact if we play it safe? → How will this innovation align (or not align) with our values? Make sure innovations contribute positively, inside and out. ⦿ Foster cross-pollination Form diverse "skunk works" teams. Give them a specific goal and deadline. Then, watch as fresh perspectives lead to groundbreaking ideas. ⦿ Embed values through education. Your team should breathe your company's values—When they do, even their boldest ideas will align with your core identity. Innovation isn’t about recklessness— It’s about daring to fly while staying true to your roots. When you master this balance true growth happens. Motto® helps tech companies align vision with bold growth. Let's talk about your next big move. → wearemotto.com

How can you address the challenge of convincing executives to view organizational change capability as a #StrategicImperative, rather than merely a tactical, project-by-project concern? Prosci recently completed a study with 267 experienced #ChangeManagement professionals, and we gathered their input on this question (and many more): What tactics have you found most effective to help executives view organizational change capability as a strategic imperative? While the finishing touches are being put on the report (Scott Anderson, PhD is creating a masterpiece), I had to share these specific examples for each of the top eight ways to position change capability as a must-have and strategic imperative. Print it out, grab a highlighter, and activate the #ProsciResearch to increase your impact!   🗺 1) Link to Strategy Create a simple one-page visual that maps each major change initiative to specific strategic objectives. Develop a "strategy realization scorecard" that tracks how change management activities contribute to achieving strategic goals. 💰 2) Demonstrate ROI Create a simple ROI calculator that compares the costs of change management activities against the potential financial benefits of successful change implementation. Develop before-and-after case studies that highlight the financial impact of well-managed change initiatives. 🧠 3) Educate Leadership Organize a "Change Management for Executives" workshop series. Create a "Change Leadership Playbook" that outlines key change management concepts and their strategic implications. 📊 4) Measure and Report Create a "Change Management Dashboard" that visualizes key metrics related to change readiness, adoption rates, and business outcomes. Implement a regular "Change Pulse" survey to track employee sentiment and engagement throughout the change process. 🏆 5) Share Success Stories Develop a "Change Management Hall of Fame" that showcases successful change initiatives and their outcomes. Create short video testimonials from employees and leaders who have experienced the benefits of well-managed change. 🛠 6) Build Internal Capability Establish a "Change Agent Certification Program" to train employees across different departments. Create a "Change Champions Network" that meets regularly to share best practices and support ongoing change initiatives. 🤝 7) Engage Stakeholders Conduct regular "Change Strategy Sessions" with key stakeholders to gather input and align on change priorities. Create a "Stakeholder Engagement Matrix" that outlines specific roles and responsibilities for each stakeholder group throughout the change process. 🛡 8) Address Resistance Create a "Resistance Management Toolkit" that includes templates for resistance assessment and mitigation planning. Implement regular "Change Readiness Check-ins" to identify and address potential sources of resistance before they escalate. Which of these #ResearchActivation tips will you try next week? #AncoraImparo