Change Leadership Capability Improves Healthcare Performance
Next, we introduced the CLR to their leadership, and then to the change leaders of their most important initiatives. Given the positive outcomes they achieved, the team decided to license the CLR methodology so they could take full advantage of its breadth of resources and tailor it to their needs and culture.
The newly-hired director of change spear-headed the effort. We coached her regularly to ensure she had the deepest mastery of the CLR process and knew how best to tailor and apply it on the system’s projects. Over the course of three years, we trained all their project leaders and teams in the CLR navigation system, including their Project Management and Organization Development practitioners. All trainings were project-applied. We also offered periodic learning clinics to ensure the best use of the CLR process and resources, and to optimize their change strategies and results.
In addition, we created a Change Integration strategy and team to address the interdependency issues among their initiatives of sequencing, pacing, potential conflicts, use of resources, and optimal communication and engagement strategies.