Organizational Transitions
Organizations regularly face moments of change. Strategies stop working, new initiatives are needed, growth is happening too fast, and key team members transition.
PROGRESS IS ALWAYS POSSIBLE.
Navigating Through Change
We help organizations navigate periods of intense change. In these moments, windows of opportunity open that could accelerate forward progress. Unfortunately, these are also often the situations when leaders are most vulnerable and overwhelmed. We help teams accept and embrace uncertainty, test and refine hypotheses, and take actions that strengthen culture and get results.
How We Support Organizational Transitions
Onboarding Sprints & Leadership Transitions
The first 120 days set the tone for managers and leaders—and sometimes make the difference between long-term success and failure. Our onboarding methodology helps leaders optimize their time, evaluate hypotheses, make decisions that build credibility and trust, and get results during this window of opportunity.
Evolving Strategy
Traditional strategic planning is of limited value in fast-changing environments. Organizations today must adopt a more dynamic approach. We help teams refine and sharpen their vision through the work of crafting hypotheses, testing them together, and engaging in cycles of action.
Reorgs & Redesigns
There’s no faster way to tank culture than with a poorly managed reorg. Our unique approach to managing organizational restructuring involves introducing a finite period of uncertainty that prepares people for change, while opening up new conversations and possibilities.
Making Change Happen
New initiatives often fail in implementation. Outside Angle's approach to change management emphasizes honest dialogue, consistent processes, and clear communication to shift behavior and build momentum in a way that makes change achievable and strengthens teams.
Uncertainty is an ally. Failure is an opportunity.
Uncertainty is a feeling most people hate to experience. Systems are built to avoid it and suboptimal solutions are accepted to resolve it.
But uncertainty is a necessary part of almost any change process. It’s a healthy place to visit, but a toxic place to live.
Finite periods of uncertainty, managed well, can open new doors and change people and organizations in positive ways forever.
Our Unique Approach to
Organizational Design & Restructuring
There’s no faster way to tank culture than with a poorly managed reorg. Our approach to organizational realignment strengthens culture and builds trust along the way.
Step One
Establish and communicate a time-bound period of uncertainty, with a backstop date for when the team can expect more clarity and a resolution.
Step Two
Talk to team members before decisions are made. Listen to learn, test and reshape hypotheses, and invest in relationships.
Step Three
Make decisions. Update your hypothesis with information gathered from conversations and research, to decide on the path forward.
Step Four
Share decisions directly with those who will be most impacted. Whatever the implications, always treat people with dignity and respect.
Step Five
Finally, communicate the decisions clearly and directly to the whole team. Equip leaders with the information they need to field questions from others.
Hear What Our Clients Say
Case Study
Managing an Action-Oriented Change Process
Outside Angle worked shoulder to shoulder with WPS, an education non-profit, to help their team pivot into a whole new strategic vision that is already impacting students and families in a positive way.
Blog
You won’t get a second chance to make a first impression, and the first 90 days in your new leadership role may
Culture is manifested through actions, especially the actions that impact peoples lives and responsibilities. You can’t f*ck up a reorg and fix