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Thought Leadership Based on Sound Research
Not all change is progress. Can you tell the difference between the two?
Much of what is changing in today’s world is not for the better. To ascend, change must result in a sustainable improvement. The Ascent Process reveals the essential differences between the people and organizations that ascend and those that merely change.
If you knew what to look for you could recognize the course you and your organization are on, and then steer in the right direction. The key is to know what to look for. The key is being able to recognize the pattern of change. The Five Ascent Principles describe how people and organizations ascend . . . and why most don’t.
“To change and to improve
are two different things.”
~ German proverb
The Path of Ascent
At work and in our lives, we are required to change. The question is: In the process, will we become weaker or stronger? The answer hinges on a crucial choice we all make every day of our lives.
Have you ever wondered why some people and organizations excel even in difficult times? Faced with unprecedented challenges some people fail, others simply survive, but few grow and even prosper. What makes the difference between these groups?
Searching for answers, we embarked in a study of over 50 organizations undertaking major transformations in the last fifteen years. On average, the organizations that changed successfully more than tripled the company’s revenue, customer value, and employee engagement during the change period. These companies outperformed the market significantly.
In contrast to the Change Masters, the 10 biggest change failures show what happens when change does not work. Failed change initiatives at these organizations produced very unsuccessful results averaging a 46% depreciation of revenue, company value, and employee morale.
Comparing the vast disparity between these two groups, we come up with the total gap of 400% difference! That is the value of effective change at your organization. Contemplating the huge value of change one wonders what can you do to increase the likelihood of success and mitigate the risks of failure.
Against the odds and facing sizable perils, the remarkable rise of the most successful researched companies reveals a set of five principles and practices on The Path of Ascent. The following process summarizes the Five Ascent Principles ™ with their respective process steps.
A $100,000 investment in the Change Masters would have produced in $ 363,000 in 4 years. The same investment in the Change Failure would be worth $ 58,000—a difference of $ 305,000! The research shows that leading successful change, at work and in our lives, is simply a choice to act on proven principles. While change is inevitable, growth is entirely optional.
How you go about changing is as important as what you are changing. The approach has big consequences for everyone involved for better or worse. In the process, you must address five key questions:
1. As you make decisions . . .
a. Are people able to trust your motives?
b. Or do they question your intentions?
2. As you set priorities . . .
a. Are you helping people reassess what they do?
b. Or are you imposing conflicting directions?
3. As you increase efficiency . . .
a. Are you removing unnecessary work?
b. Or are you cutting core capabilities?
4. As you become more effective . . .
a. Are you keeping people engaged?
b. Or are you sacrificing long-term commitment?
5. As you lead change . . .
a. Are you getting results from the start?
b. Or are you taking a long time before seeing success?
If your answer for each of these questions is ‘A’, you are leading your team on The Path of Ascent. On the other hand, if you answer one or more of these questions with the second option, you and your team are likely struggling to make change work. How we change is as important as what we change. The change process itself reveals important cues determining the odds for success or failure. Success leaves foot prints that if correctly followed lead to more success. So does failure. By tracing the path you are on, you can recognize if the initiative is likely to succeed.
Learn how people and organizations have applied the Five Ascent Principles to turn near certain failure into outstanding and lasting success.