Facing a major organizational change, how can you strategically form alliances to navigate power shifts?

New role, new gig, I have been there as recent as last year. The key is not to react last minute, but to actually have the network built before the change. The remote working culture should not stop any one of us to continue building that network, so that when major changes occur, you actually know a thing or two of the team that you just landed in since it is unlikely for leadership to assign you to a new role that you cannot apply any of your (transferrable) skills. It would take some time to learn the landscape for sure, so patience and understanding the rule of engagement is the key!

It is imperative to understand how the change shifts cultural norms and priorities. Alignment with those in power who support the intended direction of change is crucial toward ensuring personal calibration with the intended future state. Change resistors do not have longevity. Form alliances with those calibrated with the change, in addition to skilled experts who have strong potential to be calibrated to the change. Find mentors embedded in the change leadership and meet with them regularly. Begin leveraging this network to target work for initiatives that solidify the future direction. Celebrate collaborative wins, highlight your contribution to these wins, and showcase outputs that move the needle forward.

Organizational Change is seen as phase of uncertainty, navigaing this terrain is not easy for everyone. Professional world does talk about power, or power center, and understanding of these spots are always helpful, experiences says that this should not be core focus, as whatever powers are in the center, they look for performer, with their thinking and action. Stay focussed, stay agile, and make your presence felt.

For a lot, maybe most, in an organization just continue to do your job to the best of your abilities. To others who play the alliances, power and influence games, those can actually be detrimental to you when those are changed especially if you are seen as being too loyal or too aligned to the previous leadership that was just changed.

Navigating through phases of uncertainty during organizational change can indeed be challenging. While understanding power dynamics and identifying key power centers can be important, it's equally crucial not to make them the sole focus of your efforts. Here are some additional insights to keep in mind: 1.Stay Focused and Agile 2.Stay Focused and Agile 3.Make Your Presence Felt 4.Build Relationships 5.Seek Opportunities for Growth 6.Navigate Politics with Integrity 7.Stay Informed and Proactive

Use your network and interpersonal skills to identify potential allies. Find people with shared objectives and interests, those who have influence or authority, resources or specific expertise. The best allies demonstrate empathy, supportiveness, and collaborative spirit. Those who are known for driving change within the organization and committed to growth and improvement can be key allies in navigating power shifts.

Absolutely, building and maintaining a strong professional network is crucial, especially when transitioning into a new role or organization. Here are some key points to consider based on your insights: Proactive Networking Remote Networking Understanding the Team Applying Transferable Skills Learning the Landscape Adaptability and Agility By focusing on proactive networking, understanding the team dynamics, applying transferable skills, and maintaining a flexible mindset, you can effectively transition into a new role and contribute meaningfully to your organization's success. Building a strong foundation early on will set you up for long-term growth and success in your career.

The best allies are your customers. After all, the reason why we are working in an organization is to provide services or perform tasks that you have a competitive advantage of. It is importance to know your place, your role, and what is the expectation of you (can be negotiated) quickly after the change. The to-be allies are often those ones who are vocal on calls (need to make sure they are vocal and creditable, not just "barking" randomly).

With potential allies identified, concentrate on fostering solid relationships. Engage in meaningful conversations, offer support, and demonstrate your value as a partner. Go beyond exchanging pleasantries; invest time and energy in these connections. Show genuine interest in their success and be ready to assist them in achieving their goals. As trust grows, so will the strength of your alliance. These relationships will become the foundation you can rely on when navigating the challenges of change, ensuring mutual success and smoother transitions.

Build relationships with multiple customers in a company. Stay neutral in politics. Focus on bringing value to multiple areas of the business. I would be very cautious on building an alliance with one customer that would alienate you with another.

Having formed alliances, leverage this collective influence to navigate power shifts effectively. Advocate for each other's interests and push for beneficial changes, recognising that strength lies in numbers. A well-aligned group can sway decisions and influence outcomes more effectively than isolated individuals. Strategically use this influence to achieve outcomes that support the organisation's broader goals while advancing your alliance's interests. By doing so, you create a powerful coalition capable of steering the organisation through change successfully.

* Shared Goals: Establish clear, shared objectives that all parties are committed to. * Open Communication: Encourage open, honest communication to address concerns and align efforts. * Joint Initiatives: Launch joint initiatives or projects to solidify the alliance and demonstrate its effectiveness.

Todos los puntos anteriores son importantes pero quisiera considerar el método HEACs dentro de Change Adoption…diferenciado por una estrategia END to END, donde se analiza principalmente las variables reales posibles y la mitigación de impactos, lo que quiero decir es que para poder entrar en cualquiera de los 6 puntos definidos es necesario medir desde el inicio y definir el verdadero costo del cambio y como se logrará influenciar desde el poder hasta cualquier pirámide de logros posibles…luego poder pensar sustentablemente no en gestionar el cambio sino en adoptarlo.

Value creation - While you do all of the above, always ensure to focus on yourself and the value you bring to the table. Demonstrate that value with passion and humility, celebrate successes and most of all, serve the community around as it goes a long way.

On addition on what was said, building a guiding coalition is super important. A strong team that fosters and disseminate change is key.

Das k?nnen Sie tun: 1. Analysieren Sie, welche internen und externen Stakeholder vom Wandel betroffen sind und welche Interessen sie verfolgen. 2. Bewerten Sie die bisherigen Leistungen und den Einfluss dieser Stakeholder, um potenzielle Allianzen zu identifizieren. 3. W?hlen Sie Stakeholder aus, deren Ziele und Werte mit den Zielen des Wandels übereinstimmen. 4. F?rdern Sie Transparenz und binden Sie alle beteiligten Parteien aktiv in den Ver?nderungsprozess ein. 5. Entwickeln Sie gemeinsam mit Ihren Alliierten klare Ziele und Strategien, um den Wandel erfolgreich umzusetzen. Durch diese Ma?nahmen schaffen Sie ein starkes Netzwerk, das die Umsetzung des Wandels unterstützt und Machtverschiebungen effektiv managt.

Successful organizational change requires a balanced approach that includes both process improvements and people-focused strategies. Prioritizing process improvements can provide valuable insights into operational efficiencies. Equally crucial are adaptability and stakeholder engagement, which ensure that the human element of change is addressed and supported.