Scenario
A European supplier of electrical components was looking at new ways to gain market share. Its head office had developed a new strategy that was being disseminated across each of its businesses. To overcome the anticipated resistance to change, the leaders decided to adopt a unique approach.
Approach Adopted
They chose a potentially risky approach that worked. They focused on the people who would lead the implementation, the Mavericks, provided them with the tools for success and “steamrolled” those staff members who objected.
Reflecting on this successful approach afterwards, they identified three contributing factors. (1) Those identified as Mavericks were invited to a two-day workshop. During the workshop, attendees were taught to juggle balls, which became a metaphor for what could be achieved when they set their minds to it. (2) The Mavericks were given tools such as a Communication Pack for implementing the new strategy. (3) They were also told the rationale for the company’s need to change. By the end of the workshop, they all had individual game plans that aligned with the overall strategy.
When these Mavericks returned to their offices, they felt motivated and ready to go. Immediately, small changes started to happen. The leaders supported the Mavericks and encouraged their positive new behaviors. Those who objected to the strategy changes were brushed aside in the urgency to get things done. Best practices were shared almost weekly across markets. Through the Mavericks’ actions, the new strategy gained traction.
Interestingly, two years later, many of the Mavericks involved in this implementation had been promoted and continued to be top performers in the company.
