Define the purpose of change
Connect the change effort to clear business and operating objectives.
Organizational Transformation
Make change work in the organization.
Translate organizational direction into the responsibilities, processes, systems and working practices required for effective implementation.
Clients may recognize a performance problem without knowing its underlying causes. Sand Hill examines how people, processes, systems and technology interact to enable or constrain the intended business results. That assessment informs which changes are warranted and whether the engagement should address a focused capability need or broader organizational change.
Organizational TransformationWhen to engage Sand Hill
- Your organization is not achieving its intended business results, and the underlying causes or changes needed to improve performance remain unclear.
- A new strategy requires different roles, capabilities, or ways of working.
- A reorganization or technology investment is not producing the intended benefits.
- Teams need to coordinate across established organizational boundaries.
What we do
Align roles and working practices
Translate leadership intent into responsibilities, working practices and supporting systems. In selected engagements, assess whether the intended changes are taking hold in daily work.
Resolve obstacles to implementation
Assess how people, processes, systems and technology interact to enable or impede the intended change. Work with leaders and affected teams to resolve barriers to effective implementation and sustained adoption.
Build lasting capability
Develop the knowledge, skills and working practices needed to implement and sustain the intended change. Establish how the organization will administer and adapt the resulting processes, systems and technology.
What you receive
An aligned change agenda
An agreed statement of the intended change, its business and operating objectives, and the priorities that will guide implementation.
A practical transition plan
A plan for implementing the intended organizational change, including responsibilities, dependencies and the changes to people’s capabilities, processes, systems and technology required for execution and sustained adoption.
Responsibilities and decision authority
Documented responsibilities, decision authority and working relationships across leadership, affected teams and delivery partners, aligned with the intended organizational change.
Adoption support
Communication and capability development that explain the intended changes, clarify what they mean for daily work and prepare affected teams to adopt the required working practices.
A few useful questions.
How does transformation relate to training?
Training develops particular skills and knowledge. Transformation also addresses the roles, operating practices, leadership support, and organizational conditions that allow those skills to produce results.
Can you support a change already underway?
Yes. We evaluate the change effort against its intended objectives, identify barriers to implementation and work with leaders and affected teams to address those barriers. The engagement can focus on a specific issue or the broader transition.
Specific deliverables, authority, staffing and acceptance requirements are established in the engagement scope.
EXPERIENCE IN PRACTICE
Explore All Experience See the contribution.
Portfolio5 to 7 percentage pointssustained improvement in annual return on invested capital
Connecting corporate strategy, portfolio governance and project delivery
Explore this Experience TransformationMore consistent deliverybudget, schedule and operating readinessBuilding the capability for consistent project delivery
Explore this Experience TechnologySubstantial improvement in overall equipment effectivenessreported improvement; outage phase ongoingApplying industrial AI to maintenance and operating decisions
Explore this Experience TechnologyAI and technology governance across the businessThe client now independently operates a governance model connecting business priorities, technology decisions and deployment across divisions and functions.Building corporate capability to govern AI and technology
Explore this ExperienceTurn organizational direction into effective daily practice.
Discuss the intended change, the barriers affecting implementation and the capabilities your people and organization need to develop.