Adaptive Leadership: Building Change Capacity

MacGyver, an iconic 80s TV show hero, could save the day with just a paperclip and a chewing gum wrapper, and growing up, we all saw him as the king of DIY problem-solving. His resourcefulness and ingenuity are exactly what today's organizations need to thrive in the fast-paced, ever-changing business landscape. The ability to adapt swiftly to change isn't just a competitive advantage – it's the defining characteristic of industry leaders.

Adaptive leadership is at the heart of modern change management. It is no longer just about training and communication; it's about cultivating a mindset of strategic agility throughout the organization. Executive teams must embrace this ethos, and integrate the development of in-house change capacity into their corporate strategy.

By investing in an organization's ability to manage change from within, leaders are not just preparing for the future – they're actively shaping it. This approach empowers teams to become change agents, fostering a culture of continuous improvement and innovation. Leaders must harness their inner MacGyver by investing in the organization's evolution and reaping the long-term ROI of an in-house change management team.

The Long-Term Money Game

Consultants give you the fish; in-house capacity teaches you to fish. Delivering a timely solution is important, but knowledge transfer is key for long term success. When your team is part of the solution, they're invested in the outcome. They develop a deeper understanding of the "why" behind the "how," leading to better decision-making and continuous improvement. Consultants are like a quick fix – they might get you out of a jam, but they're not a sustainable solution. They're paid by the project, not by your long-term success. They often work within defined scopes and systems, potentially missing the bigger picture of how change impacts your entire organization.

Consider a university, with its myriad of departments, each using multiple interconnected systems. Innovation is happening everywhere, and change is constant. In this environment, in-house change teams are invaluable. They foster a culture of change, support multiple initiatives across departments, and provide informed recommendations on future implementations. Building in-house change capacity is like having your own toolbox. It's an investment that pays off in the long run. Sure, there's an initial cost, but consider the hidden costs of consultants: project delays, misaligned goals, and the dreaded knowledge drain when they leave.

Let's look at the balance sheet. Both third-party consulting firms and in-house ERP implementation teams are expensive, but one builds lasting value. Consultants come and go, taking their knowledge with them. The revolving door of consultants leads to high attrition rates and a constant need to onboard new people. Building in-house capacity is a marathon, not a sprint. It takes time and investment, but the rewards are worth it. You're not just filling a gap; you're building an asset that will serve your organization for years to come.

Imagine paying a consultant $100 an hour. That's about $200,000 a year. Once the project is over, they're gone, leaving you with a hefty bill and a knowledge gap. Now, imagine offering that same $200,000 salary to a full-time change management expert, complete with benefits and a pension plan. Suddenly, the revolving door might slow down a bit. Who wouldn't want to be part of the change team with that kind of compensation?

When to Call in the Cavalry

This doesn't, however, mean that consultants are obsolete. There are times when bringing in external expertise is beneficial, especially when you need specialized skills or knowledge for a specific project. Sometimes you need a brain surgeon, not a general practitioner. Consultants can bring in niche expertise for short-term, complex initiatives. Especially if you are facing a crisis or need rapid change. When the house is on fire, you call the fire department. Similarly, in times of crisis, consultants provide immediate support and guidance.

Another scenario where external support is invaluable is for fresh ideas and an outside perspective. Sometimes you're just too close to the problem to see the solution. Consultants can offer a new perspective and challenge your assumptions. But even when bringing in consultants, prioritize knowledge transfer and capacity building. Have your internal team shadow the consultants, participate in meetings, and learn from their expertise. This way, you're not just buying a solution, you're also investing in your team's development.

Once you have established the need for external expertise, before jumping into any change initiative, your next step is ensuring well-established timelines and clearly defined scopes. The value of consultants is maximized when impacted stakeholders are properly engaged, and the process is repeatable, allowing your organization to truly understand its needs. Think of it like building a software solution: the architecture must come first. While additional scope can be introduced as the system develops, drastically changing the framework mid-project leads to wasted resources and inevitable bugs. The same principle applies to managing change. Before spending millions on a proposed solution, ask yourself: Has the solution been fully defined? Are the end users involved from the beginning? Sometimes, the best first step isn't jumping into development but providing leadership training to ensure the right support structure is in place.

Unleash your organization's inner MacGyver

Whether you're in the planning phase or realizing halfway through that the investment isn't yielding results, it's essential to course-correct. Shareholders may be ready to make tough decisions, but with the right strategy, you can regain control and steer the project back on track. No matter where you are in your transition, we can help. A quick 15-minute consultation to understand your needs and share resources could be the key to determining your next steps and avoiding costly missteps. By taking the time to define your strategy upfront, you're not just avoiding a crisis—you’re setting the stage for lasting success.

Don't Just Survive Change – Thrive in It.

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Contact us for a free consultation on how to build in-house change capacity and empower your team to navigate any transformation with confidence and agility.