Organizational Strategy and Change Management

Organizations must constantly evolve in order to meet the changing needs of the marketplace and keep pace with technology advances. This need to adapt is amplified in the world of research, health care, and bioinformatics, where technical progress drives scientific progress, and vice versa. The focus on the molecular basis for disease, the advent of ‘omic “Big Data”, and the need for integrated analytics across organizations, data sets, and geographic distances are forcing organizations to look differently at how they work, how they are structured, and how they prioritize their activities.

At the same time, change is still difficult, for organizations and for individuals, and must be managed to be successful. Essex understands the multiple, parallel steps required to move an organization towards a new vision, while continuing to function effectively and ensuring that people are not thrown into uncertainty and chaos. We have worked with large and small organizations, to put in place the strucure and processes to move through periods of instability, provide staff with resources to maintain a positive work environment while defining the future state. This process includes careful assessment of current state and recent history; development of a vision, strategy, objectives, and organizational structures; change management planning that includes milestones and communications at critical junctures to ensure staff understanding and buy-in; and tactical necessities, such as workflow planning /streamlining, development of new approaches or service areas, and alignment with leadership activities across functions. In addition, Essex has experience creating the metrics to measure outcomes and assess the success of strategies and tactics. This is a critical part of any change management approach, but is often overlooked in favor of a focus on cultural and other “soft” issues.

Read an article in Harvard Business Review about the four key factors in Change Management.