This article is part of a larger series on talent, AI, and strategy. To read the rest of this series, click here.
With the severity of the current global pandemic, most organizations are finding that their change management capabilities have been put to the test. New tools have to be implemented quicker, new strategies executed better, and disruptive technologies are being strained in terms of what exactly they can do. The notion of disruption and change management has taken on an entirely new meaning.
What this article seeks to demonstrate is that change management isn’t just a thing that you do, but a process that continues during good times and bad. In fact, change management is just another aspect of your overarching strategy. Or, at least, it should be.
What is Change Management and How is it Related to Strategy?
The art and science of change management seem like something incredibly difficult to grasp. After all, when do companies need to think about change management? When disaster strikes of they need to radically change course. But when you actually look at change management for what it is, you’ll start to notice that it is much more closely aligned with larger strategic thinking.
What is change management? It is:
- Focused on managing the structure and organizational changes that a company might undergo for any purpose.
- Designing tools, techniques, and strategies to migrate from one form of organization to another.
- Bringing your people along to make it all happen.
Obviously, this is all about change. How to change, how to make the change effective, and how to manage your people to support that change.
The focus on people is what makes change management distinct from more technical forms of infrastructural evolution. For change management to work effectively, it calls on leadership to plan and execute strategies to move them from one kind of organization to another.
Sound familiar? This is just strategic thinking and execution wrapped in a different terminology and focused on a very specific problem. Think about it:
- Building out a strategy means developing people, plans, and infrastructure to take an organization from one place to another.
- Strategies evolve and improve based on criteria like costs, market effects, and disruptive transformation.
- The center of execution is people.
If you are working on strategic execution, you are essentially managing large change across your organization, and you need to have the right people and processes in place to make it happen.
How Can AI Promote Strategic Execution in Times of Change?
More likely than not, your company is undergoing some form of change. That might mean a push for a new operational strategy, or a long-shot overhaul to try and revamp your entire model.
In either case, you and your organization most likely have a tool at your disposal to help: AI. With the volume of data and the availability of cloud-based AI, your company can most likely leverage information to make strategic choices that managers couldn’t dream of decades ago.
What is strategic intelligence? If you are planning out any sort of change, you’ll have to think about your strategies in terms of execution, and that means having intelligence on hand to map out what that intelligence looks like. That kind of intelligence will include things like all your stakeholders, their obstacles and needs, and the places where they can work together to clear bottlenecks and roadblocks to implement your strategy.
AI can help you by supporting you with intelligence, predictive analytics, and a larger picture of your organization and its challenges.
Change, Strategy, and People
You’re most important asset, however, isn’t the AI. It is the people. What AI and strategic intelligence can do is empower you to better empower your people. If they are organized and motivated to implement your strategy, then your strategy is more likely to succeed.