How On-Demand Talent Helps Companies Navigate Organizational Change


Managing Change

Businesses implement organizational changes for a variety of reasons. Some are simple: a key executive is leaving. Others are complex: A new structure is needed to take advantage of an emerging market. But whatever its purpose, change introduces elements of stress and uncertainty that have to be carefully managed.

For the company, an organizational change moves established business and operations into a period of flux, without guarantees they’ll emerge stronger. For employees, change kicks off a period of transition over which they have little control. Wherever you sit, it’s important that changes be implemented swiftly, surely and efficiently. That way their impacts can be clearly measured and disruption kept to a minimum.

Meanwhile, the need to make a change is often complicated by timing. Business conditions may demand that a new organization be put in place as soon as possible, but your executive ranks may not offer the right skills to lead it. Or, an exiting executive may not have groomed a successor, creating a leadership vacuum in a key division. Such challenges take time to resolve, but neither your customers nor your organization can wait while you search for an ideal solution.

On-demand executives can guide change while laying the groundwork for the new organization’s ultimate leadership choice.

The solution often lies in the use of an on-demand executive who can guide change while laying the groundwork for the new organization’s ultimate leadership choice. Engaging an independent consultant allows your company to begin implementing new structures and new programs immediately – while providing the executive team with the breathing space it needs to conduct a thorough search for the best permanent leadership.

On-demand executives offer a unique combination of domain experience and management skills to guide your organization onto its new course. In some cases, you might want an industry veteran who’s pursued a similar strategic path and can recognize challenges before they appear. In others, domain knowledge may not be as critical as people skills – especially when employees are struggling to adapt to new roles and may be looking over their shoulders as they wait for another shoe to drop. Because the range of available talent on-demand is so wide, you’ll likely be able to identify candidates with the precise package of expertise you need.

Focused on achieving specific goals, on-demand leaders aren’t distracted by secondary issues that might preoccupy another executive.

It helps, too, that on-demand executives approach their work with a limited agenda. Focused on achieving specific goals in a defined timeframe, they’re less concerned by issues that often distract other executives, such as longer-term budget discussions or their own status within the organization. While they’ll certainly want to leave behind accomplishments that have a positive long-term impact, these executives are centered on completing the particular mission you’ve engaged them to undertake.

Finally, on-demand leaders send employees a message that your company has a strategy that it’s committed to and excited about. Rather than watch as competitors make their moves, they see the organization taking a proactive course. That’s not a small thing in a job market where the best talent is constantly pursued and professionals give real value to the feeling that they’re part of something dynamic.

Hiring an on-demand leader allows you to proceed with organizational changes when they need to be made. The range of talent that’s available means you can engage an executive with the precise skill set needed to execute changes under your unique circumstances.

The end result: You maintain momentum in a competitive marketplace.


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