Saturday, December 30, 2006

Faster implementation of new Organizational Strategy 4.

Logo:Profitable Venture Tactics Let's review from the previous blog.

You’ve identified those who will be positively and negatively affected by your reorganization. You know you must meet with everyone, and how long the meetings will take. You’ve picked your announcement date and your final changeover date.

But you still have questions: How should you conduct your private meetings? What do you say? What sort of materials do you need for your big "roll-out?" How do you make your big announcement? Will you say the right things? Can you make the changeover date?

Lets get started! Now, you must conduct your private meetings, prepare your introductory materials, make your announcement, and finally change over to your new strategy.

Read on!

Most people feel threatened by organizational change.
"Men, it has been well said, think in herds;
it will be seen that they go mad in herds,
while they only recover their senses slowly,
and one by one."
-- Charles Mackay
So, you will need to conduct private, confidential meetings with all affected personnel.

First, meet with those employees positively affected.
Why? You need to have them sign a Contractual Agreement ("CA") BEFORE your announcement. (You don't want to announce a promotion, then have them turn you down.)

Take this step to avoid putting your success at risk!
Conduct private discussions with negatively affected personnel.These meetings may be uncomfortable. But, calmly and honestly explain (and defend) your reorganization. These employees, while courteous, will likely object to your new strategy. Others may feel unappreciated, rejected or inadequate.

So, reinforce their value to the company. Tell them that the reorganization is NOT a demotion and that you're using scientific management principles. Assure them that you will not reduce their income or benefits. (This is not the time to reduce incomes.)

Instead, tell them why the BIG IDEA is worth working for! Tell them about their expanded career paths and future rewards.

Be firm. You must not adjust or reject your organizational strategy for someone's private interests. Your company has an identity and a life of its own. Despite their resistance, your reorganization will happen on schedule. Have them sign a CA, too.

"But Mike, what if someone refuses to sign a Contractual Agreement?"

Give him or her the option to agree or resign (or possibly accept another suitable position). This may sound harsh, but you have no choice.

How can you meet the challenge of your rollout with intelligence and confidence.

(Continued in next blog.)

Wait!
Don’t forget to download your FREE 29-page Gift eBook (Acrobat PDF download) before it’s too late.

Logo: 7 Easy Steps to your Raise & Promotion Until December 20th, I am offering my "7 Easy Steps Booklet to your Raise & Promotion" as a FREE GIFT for you and those in your mail list.

To download, go here and click the button. That's all there is to it!

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Exercise for the Serious Organization Builder.
Download an updated (FREE) version of the Business Builder Outline (PDF file).
"Hi Mike ... thanks for your Business Builder outline ... good overview of what to plan for! I am about to launch my business ... and want to make it 'franchisable' ... a 'timely' download ... Thanks again, Ash"
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What did you learn today that you found most beneficial?
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Best Wishes for this Holiday Season!

Mike Hayden, Author

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