Case Study: Trophy Project
1. Executive Summary
1.2 Death of Effective Communication
2. Anallysing the causes
2.1 Problem Identification
3. key affected business areas
3.1 Dearth of Key Business Areas
4.1 Creating a Climate for Change
4.1.1 Increase Urgency
4.1.2 Build the Guiding Team
4.1.3 Get the Right Vision
4.2 Engaging and Enabling the Whole Organisation
4.2.1 Communicate for Buy In
4.2.2 Empower Action
4.2.3 Create Short Term Wins
4.3 Implementing and Sustaining Change
4.3.1 Don’t Let Up
4.3.2 Make it Stick
4.4 Implement a Strategic Transformation and Change Management Programme
13 4.5 Become a Balanced Scorecard Programme Management (BSPM) Learning Organisation
14 4.6 Employ a new Chief Portfolio Officer (CPO)
4.7 Implement a Continuous Improvement Programme Office
17 4.8 Become ISO 9001 Compliant
Figure 1: Ohio State Study
Table 1: Root Cause Identification
Table 2: Organizational and Performance Characteristics of Different Management Systems
9 Figure 2: Kotter, John P, Dan S. The Heart of Change. Boston: Harvard Business School
10 Table 3: Recommended Solutions
Figure 3: Elements of Successful Change Management Programme
14 Figure 4: Balanced Scorecard
Figure 5: BSPM Learning Organisation Value Chain Schematic
16 Figure 6: The Emergent Role of Chief Portfolio Officer (CPO)
This paper represents the importance of good leadership in the organisation. Excellent leadership has been defined as the process of social influence. It was Alan Keith from Genentech that made the following comment, “Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen." (Kouzes and Posner: 2008)
The Trophy project was plagued by a dearth of leadership which directly contributed to a lack of trust, a dearth of respect and bad decision making.
2 Death of Effective Communication
Reichart, the newly elected project manager was set for failure from the start. His role and expectations were not clearly communicated. Important vision and mission goals were left to chance. A breakdown in communication left Reichart helpless as he could not express the concerns and all the danger signs as he was told not to meddle.
It is clear that this organisation functions with a top down directive approach as Reichart is often told what to do. According the Ohio State Study, this organisation exhibits low structure and a low consideration culture.
This organisation is in dying need of a radical culture change. Resistance to change is inevitable but can be combated if there is a level of personal interest exercised by top management. A new value system is required to be introduced into the organisation. This value system must focus on three key areas, namely: speed, simplicity and trust. A greater level of awareness is required, this pertains to communication, vision and mission statements and the organisations values.
Good leadership will ensure that the right person is selected for the right role. We suggest that the role of top management play a large part of the radical culture change. The introduction of change leaders will be required to generate a culture of change throughout the organisation, but it is imperative to note that culture change must have executive buy-in or run the risk of defaulting to the old organisational culture.
Anallysing the causes
1 Problem Identification
Figure 1 depicts the Ohio State Study...
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