Best practices in HR suggest that position rotation has genuine benefit for a company. It allows employees the opportunity to improve their breadth of expertise. It creates staff who can readily grasp the bigger image of the business. It generally creates a more flexible business. This rotation between positions can be compared to a military tour of duty, where a soldier is stationed somewhere for a period and is then reassigned. However, these corporate tours of duty can have a downside for the business change professional.

Business change initiatives are usually long-term, even multi-year, projects that need intensive integration and intense coordination between the mid-level, upper-level, and executive management. It frequently takes the backing of someone at the executive level to loan satisfactory authority to keep a change endeavor moving forward. So what occurs when your friendly executive’s tour of action to a close and there is still a year left to finish the project?

In the worst case scenario, the business change initiative come to a grinding halt while the new executive settles into their new position and decides if they want to lend their support to the project. If they don’t want to resume lending support, the one thing to do is go chasing another chum at the executive level. This, of course, is the actual thing to work to avoid. There some things that may be done to keep the executive support in place whether or not the executive changes.

Make it a point to discover what kind of official, or unlicensed, revolution policies exist and where the key executive player is on the revolution. If their tour is going to up previous to the end of the project, ask them if they know who their replacement will be. If the politics permit it, begin to bring the new executive to cruising speed on the project before they take the new position. Alternately, ask the outgoing executive to bring the new executive up to speed. Either way, this allows the new person to hit the ground running the business change in terms of the business change underway.

For more information, please see our website: Business Change

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This entry was posted on Sunday, June 14th, 2009 at 5:51 am and is filed under Business and Management. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.