Organizational Change Management

Change is essential for any organization to remain agile, but managing change is one of the most difficult leadership tasks.

No matter the scale, you want organizational change to run smoothly and for everyone involved to be informed and willing to move forward. But however well you plan and communicate, people’s reactions to change are unpredictable.

At some point, emotional reactions and resistance may grind progress to a halt and result in a stalemate.

We have dealt with many issues that commonly arise within government agencies, small businesses, and nonprofits, including:

  • Group Dynamics involving conflicts between subcultures and units in an organization.

  • Roles and Responsibilities which have become unclear over time due to changes within the organization.

  • Legacy Planning and the deep divisions which can emerge during succession planning in the anticipated vacuum left by a strong leader stepping down.

  • Resource Planning and the fear and uncertainty that lead to competition for resources within an organization.

  • Leadership Alignment in the wake of mission drift over time as an organization reimagines its purpose and direction.

Organizational Change Management

“I worked with Richard Alper on building a network for community-based collaboration. Richard was most agreeable, and critical to organizing our working group, offering insightful contributions to our tasks. It was a pleasure to work with Richard.”

Gary Burnett, Executive Director, Heart of the Rockies Initiative

“Rich asks thoughtful questions that made us rethink leadership challenges within our nonprofit from new angles. It was evident that his wisdom stemmed not just from professional experience but from a genuine care for both the people and the work involved. Thanks to Rich, our strategic planning process wasn’t just effective; it was personally enriching.”

Rebecca Holmes, President & CEO, Colorado Education Initiative

Get skilled, unbiased help navigating big changes in your organization.

Organizational Change Management Case Studies

Large Church

Large Denominational Church

ORGANIZATIONAL EFFECTIVENESS & TEAM BUILDING

Summary:
A large local denominational church was falling into three rival factions who were divided over whether the national church and regional district had departed from traditional church beliefs and principles. These issues raised the question of whether the local church should separate from the national church and organize into new groups.

Family Business Enterprise

Family Business Enterprise

ORGANIZATIONAL EFFECTIVENESS

Summary:
A large family with members located in three different parts of the country owned multiple commercial properties in the Chicago area. The family units disagreed about how to manage their properties and leasing commissions, distribute rental income, and create a plan of succession from the older to younger generations.

County Executive Office Reorganization

County Executive Office Reorganization

ORGANIZATIONAL EFFECTIVENESS

Summary:
To cut costs and improve operational efficiency, the county executive sought to consolidate two departments to cut the county budget. However, some of the county directors and their staff wanted to keep their departments intact, including their existing access to the county executive.

Conflict or indecision can stall momentum.

Organizations risk losing staff, donors, or lenders while internal conflict impedes change.

But it’s possible to find common ground.

Experienced, active facilitation creates forward momentum by uncovering solutions based on common desires and goals.