Change is anything but linear.

Featured Image

Welcome to the Age of Acceleration

Now more than ever, organizations must be able to pivot, change, and adapt to quickly changing environments to stay ahead of the curve. We are living in an age of exponential technological growth, and it is time for organizations to adapt to a new reality. What once worked to ensure market relevance and competitiveness is now becoming obsolete. It is being able to adapt to a changing environment and using it to grow and evolve that makes organizations stand out and outgrow their competitors.

Transforming from the old practices to the new however, is a big challenge for many companies. In fact, 70% of all transformations fail to meet their intended objectives. So how can we successfully tap into those transformations and actually make them work? For Restless Minds, this can only happen when we go further than the outdated change management methods that just are not fitting the bill anymore. Because in an environment where change happens at warp speed, outdated management practices cannot keep up.

So, what’s the solution?

If we want to make change successful, we need to hack into what is relevant and necessary in our environment and society. Today, this means that we have to shift our focus towards people and brand. A striking contrast with old-fashioned change management that focuses on technology and process change first. In other words, a transition that is built on clear branding – with a defined brand vision, mission statement, values... - and focuses on the psychological by-product of change will help in framing change as necessary, welcomed, and even as widely approved by stakeholders involved. Thus, creating all the ingredients to bolster a successful transformation.

The proven Restless Minds approach in making your change successful consists of three phases:

Phase #1 — Define the Change.

Phase one is often overlooked, but his phase is essential for setting the stage for any complex transformation. Organizational transformation is the best strategy for leading a company to a new future.

Used as a strategic lens, the brand (vision, mission, reasons for change) will help a company conduct a future-ready assessment and identify the areas that need transformation. During the evaluation, we focus on the goals and ambitions of the organization, including what is important to employees, the target audience, and the board of directors. And we specifically address the following:

  • Gaps – Are there gaps in skills and knowledge that may hinder the desired transformation?
  • Processes – Do your processes and systems affect employees' ability to deliver an effective transformation?
  • Resources – What resources do we need to reach the transformation goal?
  • Roles – How will roles and responsibilities change to assist transformation?
  • Policy – How do existing policies enable desired behaviors and align with the goals for organizational change?
  • Communication – Have we communicated the organizational vision for change o all stakeholders?
  • Clarity – Is it clear to employees how the organization will change?
  • End Goal – Is the destination or end goal of the organizational change clearly articulated and understood?

Successful transformation relies on knowing exactly where the organization is headed and having a detailed plan for how it will get there. Restless Minds is dedicated to providing the clarity you need to move into the 21st century. For us, everything starts with a clear vision and a story to believe in. Buy-in from employees, partners, and the target audience is vital to building true, sustainable change.

Phase #2 | Brand the Change

Brand the Change means framing the transformation in terms of your brand identity or the perception of your company. Brand identity includes logos, mission statements, and marketing messages that build a positive view of your business.

Correct branding can get people interested and involved and make organizational shifts painless. Restless Minds relies on evidence-based thinking to structure change as a necessity and develop the definition and trust that allows people to believe in the company's future. When they believe, they will help work towards your end goal. Selling your ideas to stakeholders and inspiring people is critical to creating successful change. 

Phase #3 | Guide the Change

Change can be scary, and simply sharing facts will not make it easier. It is as important to get people emotionally invested by inspiring them to see the change as necessary, logical, and desirable.

We use Guide the Change to inspire employees with exciting Restless Minds rallying events and campaigns to get employees fired up. But we don’t stop there. Restless Minds keeps the momentum going with follow-ups throughout the process to ensure a seamless transition.

It’s Time

All three phases are equally important and rely on each other to enable the change your business needs. However, to solve a problem or build on an opportunity, you first have to recognize and acknowledge the problem. Policies, resources, processes, and systems that can’t keep up in the Age of Acceleration are holding you back.

At Restless Minds™, we fuse change management and marketing to make your organizational transformation and create a strategic alignment of culture, talent, resources, processes, and systems to face the Age of Acceleration head-on.

To make that happen, Restless MindsTM can count on a diverse, multidisciplinary team of change strategists, business analysts, psychologists, and marketing experts: professionals from across the entire brand spectrum with expertise in how people think, how companies are built, and how change works. For the executive phase of the transformation process, the agency can rely on an extensive network of professional partners. "We work with the crème de la crème in each discipline, and we keep monitoring projects to make sure each partner starts from the same strategic basis. That is the only way to ensure each step we take contributes to achieving the organization's long-term vision and boosting its efficiency and productivity. The end goal? To build sustainable change and future-proof organizations that actually make a difference.

Change is inevitable. Time to embrace it.

Tagged: Change · methodology · technology