Change Agents

To be prepared for future change – change that can be unpredictable and unforgiving – the proper compass and coordinates are necessary for the journey. History rhymes, it doesn’t repeat itself, and knowing how to understand the major seasons of history and extrapolate them in the context of current societal trends is a unique service that few experts provide. James T. Harris IllumiNation specializes in charting a course for the journey that will allow your organization to successfully navigate the winds and waters of change while your competitors flounder.

There is more to be learned. The learning is about how to understand lessons learned and the existing information that describes your circumstances. We do not have a crystal ball, but we do have a unique perspective to better understand how your organization will be impacted by the future result of current trends.

OUR AREA OF EXPERTISE

CULTURAL CHANGE

As goes our culture, so goes your organization. “Culture” means different things to different people, but one thing everyone agrees with is that American society is changing – and more rapidly then ever. Societal trends and contemporary issues speak to cultural change and vice versa.

Why is cultural change a topic that deserves in-depth discussion within businesses and non-profits? Cultural change is important because the people who lead your organization, who staff it, who are your customers, who lend you money, who serve as vendors, who come along side as strategic partners, are all individuals who are the microcosm of our American society.

What are some of the changes in our culture that have immediate and long-term consequences? The old issue of “race” in America has a new look, as Hispanics outnumber African-Americans. The issue of illegal immigrants versus legal immigrants is changing the landscape. The chasm between conservative and liberals is more pronounced then ever. Other issues are front and center: rural versus urban; the shrinking middle class; the dark cloud of terrorism; the disappearance of the manufacturing sector in our country; the perception that our “Christian nation” is allowing a minority to dilute the presence of God; social issues that touch on human life, global warming, education standards; these are all intertwined with our dramatic cultural change.

GENERATIONAL CHANGE

Since time is passing without pause, the demographic composition of our country is changing quietly but with dramatic implications. Why is this relevant to your organization’s future? The new reality for America is the need to harness generational conflict and dynamic generational qualities. The distinction between generations speaks volumes, since characteristics such as work ethic, social interaction, communication style, ethical behavior, core values, and sense of duty are markedly different.

All sectors of our society are witnessing how the aging Baby Boomers are supplanting the “GI Generation” as the elder statesmen and stateswomen to lead our country with seasoned wisdom. Yet the gulf between the Boomers and the younger generations – “Y” and the “Digitals,” is profound to such an extent that significant translation is warranted if businesses and institutions are to remain as leaders within their industry for the first half of the 21st century. True innovation is not emerging from seasoned wisdom, it is being birthed by altruistic young people who do not see boundaries or limitations for creative thinking. The truth is, each living generation in America needs the other.

Just as enlightened organizations practice succession planning, our nation must practice generational succession planning to share the lessons of history while infusing the energy of innovation and the compassion of caring for life and liberty. Without inter-generational synergy, our economy and societal institutions will find it difficult to navigate the demanding currents of change.

ORGANIZATIONAL CHANGE

What “best practices” changes for organizational development have you witnessed during your career? Are we at the pinnacle of knowledge? We went from command and control organizations with basic goals to Six Sigma and ISO tools for quality assurance. Today, virtual offices and new protocols for workforce contribution are defined in the context of human capital and metrics. Are there more lessons to be learned for leaders who want their organization to continue to be the best?

There is strategic guidance that enlightened organizations of all sizes and types should embrace to be positioned for sustainable success. Relationships with customers, vendors, and strategic partners are critical to your organization’s ability to thrive in the future. Internal processes, procedures, and protocols will best serve your mission and vision if they reflect the realities that accompany the currents of change before and after “they” engulf your organization.

LEADERSHIP CHANGE

It has been said that there are over fifty definitions of “leadership.” It is interesting that so many learned people cannot agree upon one common definition for a seemingly simple, harmless, and important word. Like “change,” “leadership” is an intangible – invisible in itself yet the correlating symptoms of good and bad leadership can be seen and felt everywhere. The role of leadership is vital to every organization’s success, so when “change” in, with, for, and by leadership occurs, it can send a dramatic ripple through the organizational waters and beyond.

Effective leaders are the ones who remain open and flexible to adapt to changing circumstances. When leaders make a mid-course correction for the organization, the workforce may experience trepidation, confusion, lack of motivation, and turnover. Leaders must take the lead – demonstrating leadership for the workforce and external stakeholders during times of significant change. By understanding the future impact of today’s realities, leaders are better equipped to guide the organization and its people through the currents of change with minimal distress for everyone concerned.

WORKFORCE CHANGE

More and more organizations see the “face” of their workforce mirroring a rapidly changing society. Is your workforce in alignment with the work your organization faced yesterday, is facing today, or will face tomorrow? Is the talent mix within your workforce up-to-date with the right skills set? Are your people working in a culture that embraces change so they will cheerfully adapt to industry pressures?

When your employees walk in the door each day, they reflect an amalgam of realities: personality type, geographic influence, cultural attributes, generational qualities, educational perspective, political persuasion, physical abilities, social conscience, etc. All these factors are the real aspects of diversity, so that means you need to make hiring, retention, and promotion decisions that reflect your needs for tomorrow, not according to job descriptions that were crafted five years ago.

Truly understanding how people in our society will be impacted in the future by trends that are already underway, you can better define your organization’s needs for human capital and equip each person to be a more effective employee – even a leader – within their vital role.