Championing Change

CLG’s research consistently demonstrates that many of your top executives lie awake at night worrying about two things: how to get specific strategies executed, and how to create change-adept organizations filled with employees who can implement new approaches with speed and confidence.

You’ve probably watched your senior leaders get numerous initiatives started, hoping that some of these things “stick”. Then you’ve observed that very few of these initiatives actually achieve the desired business results. This occurs primarily because key underlying behaviors do not change. As a result, many of your leaders don’t even know if their strategic efforts are worthwhile because they are not closely monitoring the results, let alone the behaviors that serve as leading indicators of whether or not the change will bring about the desired results.

A successful leader knows how to anticipate needed changes and galvanize the organization to execute with excellence. You’ve likely noticed that your best managers seem to do this intuitively.

At CLG, we have studied the practices of outstanding change leaders and found that their success lies in implementing a change engine that remains in place long after they are gone. We have been able to replicate this process for the purpose of teaching your leaders how to bring about change within your organization and make it last.

How CLG Addresses Change

Our unique, behavior-based Change Catalyst^SM process is different from any other on the market. It is founded in Applied Behavioral Science, a powerful individual behavior change methodology. Change Catalyst is tremendously powerful because it couples traditional change management tools such as communication and stakeholder planning, with proprietary behavior change tools that align and adjust high impact behaviors across your entire organization. You can reliably address large-scale change by building behavior changes that last.

A Results-Oriented Change Engine

CLG’s proprietary Change Catalyst process can be used over and over by leaders at all levels to ensure that they achieve desirable long term results. It is implemented using our four-phase MAKE-IT^SM Model, and includes the following unique behavior-based change leadership tools:

• Active Alignment - A process that CLG uses to ensure senior leaders are actively demonstrating their alignment around the business case for change and around all of the decisions and actions that will be required as these changes are implemented.
• Design for YES! – As your project teams develop new work processes, organizational structures and IT systems to support the change, they learn how to “design in” positive consequences. The goal is to have end users say, “YES! Someone has finally designed something that I want to use.” When the design is well crafted from a behavioral perspective, less change management support is needed in the field.
• Deployment Strategies – Your project teams determine how best to deliver positive consequences to key performers for critical path behaviors, thus ensuring the changes are quickly adopted in the field. We offer three deployment strategies that help you shepherd and maintain behavior change. CLG helps you focus on:
  • Senior Leader Oversight – CLG helps your leaders stay closely linked to leading behavioral indicators so they know how well the change is going. We provide your senior leadership team with “eyes and ears” deep into your organization to enable reinforcement of the right things, until results are achieved.
  • Transition Coaching – Sometimes your people just need help “getting over the hump” until the change begins to give them a personal payoff. CLG has a transition coaching process that enables provision of focused coaching immediately after implementation and up until sustained behavior change occurs.
  • Performance Catalyst^® – This process is used when your front-line employees need to implement several new behaviors over an extended period of time as a result of the change. We find that when complex changes are implemented, an ongoing plan for continuous improvement is required. In these cases, your leaders, regardless of their level, will need to learn foundation skills for identifying behaviors that lead to results, so they can address each new challenge that unfolds with the change.

CLG’s Change Catalyst for managing and leading change is a replicable process that your leaders can count on to help them implement new ideas with confidence and momentum, while achieving the honorable goal of “zero trauma” to their people. Organizations implementing our process to master change will be the market leaders of the coming decade.

For additional information, check out our related case study, Succeeding at Change: Using Behavior-Based Leadership for Culture Change.