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Change Designs


November 2014
Practical expertise @ work.
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Organizational transformation

The 20% of leadership tools that produces 80% of results




Leaders are involved in some type of organizational tranformation when:

  1. There is a change of leadership. The new leader wants to make his/her mark on the organization.
  2. The organization has experienced changes that have made them less profitable: New competitors, a declining market, changing customer expectations and lower sales.
  3. The organization has lost its focus and effectiveness. There is conflict in the organization. People operate in silos. Leaders and staff are stressed. People are busy with activities but achieve few results. The customer is forgotten. People focus on today's problems without considering what is important to the future success of the organization.
  4. The organization has been involved in a merger or restructuring.

While change is a natural part of any organization's journey, too much change at once can cause confusion about what is important in the organization, and can result in a domino effect of harm to your people, your customers and your organization's reputation.

A powerful principle to follow when faced with too much change is this. "Less is more!" As leaders, focus on the 20% of actions that will deliver 80% results. In this newsletter, we provide you with two powerful leadership tools that will help you to focus on the 20% you need to transform your organization.

The first article describes the two leadership tools: Vision and values. These provide focus and direction to your organization.

The second shows you how to roll out new organizational values throughout your organization, in a way that helps you to transform your organizational culture - and the way people behave towards one another and towards their customers.

We hope that these practical tools will help you to transform your organization with focused calm rather than unnecessary stress.

The Change Designs team

Two powerful leadership tools


Vision and values

Two powerful leadership tools to use to transform an organization.

One of the first tasks of any leader involved in transforming an organization is to help his/her team to develop a comprehensive clear picture of the WHAT and HOW of their organization, operating successfully within the future.

Two of the most powerful leadership tools to envision the future are vision and values. This article explains how to use vision and values to provide focus to an organization.

Vision and values.

In our member zone



A step-by-step guide to rolling out organizational values.

How to develop a strategy, plan & budget to translate organizational values into behaviors.

Most new values fail to change either the organizational culture, or the way employees behave towards one another or towards their customers. This is because:

  1. Communicating values is done in a once-off workshop.
  2. Employees lack the confidence, skill, and support to do what values require of them.
  3. There is a lack of alignment between the new organizational values and existing organizational policies, procedures and systems.
  4. Employees get confused by mixed messages about what is important.

It takes careful planning and hard work to change an organizational culture so that everyone behaves in ways that support the new organizational values.

This tool will lead you step by step through all the tasks you need to do in order to develop a powerful strategy, plan and budget for rolling out new values throughout your organization. A plan that ensures that teams and individuals change their behaviors and act in ways to support your new values. A plan to transform your organization's culture.

Go to the description of the step by step guide to translating values into behaviours.

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