Change

roadtochange

Change – The Tekara Way

At Tekara, we believe that organizational effectiveness is using of all resources at full capacity; financial, structural, operational and people. Aligning these resources and leveraging future success begins with being strategic and asking the right questions.

As an organization you need to change, learn, adapt and grow all the time. Before you launch down the path of change ask yourself, “What is the real job we are asking ‘change’ to do?”

There are two types of change that organizations undertake; technical and transformational. More importantly, there are two distinct approaches to change, each of which can deliver tangible and sustainable results.

To get clear about the challenge you are facing, Tekara helps you answers the important questions:

  • What could we change that would make the biggest difference to our growth, customer loyalty, or employee engagement?
  • In terms of understanding how issues are affecting the organization, what will help us become more responsive to the marketplace?
  • What’s the one thing we should focus that will deliver significant change in how we operate?
  • Is the improvement we need in ‘what we do’ or in ‘how we do it’?

Next, we help determine successful change management and change leadership strategies to develop innovative ways of thinking about and responding to the challenges you face.

Change management delivers technical change:

  • The kind you need when you’re introducing new infrastructure, IT solutions, or process improvement.
  • It requires a systems-driven project management approach with accountabilities for cost-effective use of resources in implementing the change.
  • It involves providing tools and processes to control daily operational or project specific changes.
  • It’s primary focus is on ‘doing’ and following the steps outlined.

Change leadership delivers transformational change:

  • The kind you need when a team is fractured, there is a lack of trust, poor communication or the new organizational structure hasn’t generated the benefits for which it was designed.
  • It requires an organization-as-a-whole approach to encourage new ways of doing things to increase organizational well-being.
  • It involves working with individuals and teams to build trust, communication and clarity on how to work together more effectively.
  • It’s primary focus is on ‘being’ different.