Remove Benchmarking Remove Change Management Remove Metrics
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Strategic Believability: A Research-Backed Guide

LSA Global

Use market research, competitive analysis, and internal strategy success metrics to help anticipate future scenarios, assess strengths and weaknesses, agree upon strategic priorities , and validate action plans. Highlighting trends, benchmarks, and potential challenges reinforces the business case for change and bolsters trust.

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How One Company Got Employees to Speak Up and Ask for Help

Harvard Business

They would continue tracking their normal metrics but, for the next few weeks, these metrics wouldn’t impact teams’ compensation. The leaders gave their teams a clear mandate: Change whatever it takes to prevent clients from living by the three-call rule.

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LSA Global Increases Change Management Skills for ERP Implementation at High Growth Financial Services Firm

LSA Global

Enable Change Management Implementation Support the team with implementing the change plan so that “hearts and minds” portion of the ERP implementation is successful. Assess Change Readiness Baseline Assess change readiness of key stakeholders to benchmark and baseline for training and navigating change.

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Levels of Change Involvement: Top 4 to Consider

LSA Global

Levels of Change Involvement to Consider Change management consulting experts know that there are different levels of change involvement to consider depending upon stakeholder needs and the urgency, scope, complexity, and impact of the desired changes. 2) Change Solution: What specifically will be changing?

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What the Best Transformational Leaders Do

Harvard Business

Whereas most business lists analyze companies by traditional metrics such as revenue or by subjective assessments such as “innovativeness,” our ranking evaluates the ability of leaders to strategically reposition the firm. We then narrowed the list to 18 finalists using three sets of metrics: New growth.

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Mastering Change: 8 Steps for Aligning Top Leadership for Change

LSA Global

It demands aligning top leadership for change to guide those affected by change through the inevitable ups and downs of organizational transformation. The data on successful organizational change management is pretty bleak – by most accounts 70% of all organizational change efforts fail to deliver expected results.