grove organization change process
DESCRIPTION
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LEARNING
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7.1. 2. 3. 4. 5. 6.
CHALLENGES
This Storymap illustrates The Grove’s understanding of organi-zational tranformation and change— how it starts and what can be done to support it’s success.
Call for ChangeAll change starts with awareness of needs. It’s catalyzed by internal and external challenge and ignited by vision. Will �nds tinder in dreams and discontent.
Galvanize a TeamGroups change organizations. Change needs teams. Think big, dive deep, involve stakeholders, confront current realities and �nd early goals worth �ghting for.
Test Vision & KnowhowTo change we must learn, and to learn we must try some-thing new. Grab low hanging fruit. Test the vision with work. Train up new skills. Stress the system with success.
Commit Real ResourcesTo succeed, leaders must make irrevocable commitments and the big calls about people, time, money & materials.
Amplify & AlignFind and propogate the processes and people that model the change. Spotlight champions. Deal with resistence.
Sustain PerformanceMeasure, review, adapt, and act. Measure, review, adapt and act. Work the change at all levels of leadership.
Create a New CultureCelebrate and communicate, learn and replicate. Find ways to engage heart, mind, and bodies in the new.
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W O R K F L O W
N o n A l i g n e dI n e f � c i e n t
DeepDives
StrategicOffsites
Change Teams
LeadershipMeetings
ProgressReviews
ProgressReviews
Test Vision& Knowhow
SustainPerformance
Create A New Culture
Amplify &Align
Commit RealResources
Galvanizea Team
Call for Change
• Change leaders explore current realities, develop visions, and strategize for
change.
• Core team recruits allies and resistors to the process.
• Larger organization engages in dialogue and learning about issues and opportunities.
• Voices for change step forward
• Some awaken to needs
• Outmodedthinking is challenged by
circumstances
• A few articulatea desired future state.
• Leaders call for learning.
• Teams acquire needed people & skills.
• Teams take on most pressing issues.
• Vision and goals drive planning for new norms,
org designs, and systems.
• Leadership takes stands on people, culture, and designs.
• Managers agree on and communicate new priorities.
• Change teams empowered and resourced to act.
• Elevate what’s working.
• Stop what isn’t.
• Support new norms
• Progress reviews and metrics support accountability.
• Everyone gets feedback and rewards for progress
toward goals.
• Consequences for those still resisting the change.
• Celebrate and understand successes.
• Interpert failures
Organization Change Process
Big Picture Work on Goals
Make Decisions
Model AdaptiveLeadership
OrganizeInitiatives
CURRENTSTATE
FUTURESTATE
Reward forChange
Research &Engagement
CHALLENGES
EXTERNAL
LEADERSHIP
REFLECTION
LEADERSHIP
ACTIONS
VISIBLE
SPONSORS
INTERNAL
CHANGE
INITIATIVE
CHANGE
INITIATIVE
LEARNING
INITIATIVE
CHANGE
INITIATIVE
QUICK
WIN
QUICK
WIN
SUPPORT
MORE WINS
OVERARCHING GOAL
Compelling Visionof a Future Statethat Inspires &
Motivates
GROVE SERVICES www.grove.com
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• Stay anchored in results
2007 © The Grove Consultants International V. 7.0
THE GROVE’S VALUE PROPOSITION
Clients in the need of change and organizational transformation engage The
Grove to GUIDE and SUPPORT them through key leadership meetings, assess-
ments, planning sessions and action team workouts throughout a change
process. Our collaborative, visual approach lets key parts of the organization
engage with goals, current realities, and ways forward for change.
In the process we TEACH YOU to handle on-going change, by optimizing chances
for internal managers, change consultants, HR staff, and other people to co-
facilitate and then lead the internal change teams and initiatives themselves.
Your people can receive explicit training in Group Graphics®, Team Perfor-
mance™, and Grove Visual Planning Systems™—well tested and integrated
methods for leading change at different levels of the organization.
We also provide TOOLS that help you sustain the change yourselves. Our print
and on-line guides, demos, designs, and coaching aides provide comprehensive
support just-in-time right in the workplace.
• Change Process Orientations
• Issues Scans, Interviews
• Facilitated Scoping Sessions
• Graphic History Mapping
• Context Mapping
• Strategic Visioning
• Graphic Facilitation
• Dialogue Facilitation
• Leadership Coaching
• Facilitation & Team Training
• Experiential Training
• Action Learning Design
• Interpert failures
• Decision support
• Change Team Facilitation
• Initiative Action Planning
• Cascade Design
• Storymap™ Murals
• Change Roadmaps
• Process Mapping
• Cascade Design
• Tools for Progress Reviews
• Facilitated Progress Reviews
• Documentation of Results
• Facilitation Training
• Facilitated Learning Sessions
• Celebration Event Design
• Learning Systems Development
• Case Study Development
• Membership in The Grove Network
• Licensed TforT in Meeting Facilitation, Team
Performance, and Visual Planning Systems.