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		Competitive Leadership™ Summary J.D. Power and Associates' Competitive Leadership™ is part of the Getting CompetitiveŽ process. Competitive Leadership™ is a senior management strategy for mobilizing employee commitment and accelerating change. Overview As an organization seeks to improve its competitive position, its senior executives must often reformulate the overall business direction and processes, and restructure the organization. Implementing the new strategies, structures and processes is complex and risky. Resistance is often encountered. The organization can waste valuable effort and time, while confusing or demoralizing its employees with poorly organized change efforts. The Competitive Leadership™ process provides a methodology for executives who must achieve significant change in an organization's performance or reactivate a stalled change effort. The key to Competitive Leadership™ success is that it shows senior management how to simultaneously engage the organization in two levels of change. Click to Enlarge The first level of change involves a series of logical and analytical decisions—the type usually included in a traditional strategic or business planning process. The second aligned and coordinated level of activities represents a series of actions that must be made by those committed to the change if the change efforts are to succeed. It is the second level of activities that is often ignored, potentially resulting in an aborted transition effort. The Competitive Leadership™ process involves a series of event-driven interventions that enhance and support an organization's movement through Phases 1-4 of the model. These interventions include a survey to gauge the status of the transition effort, structured interviews with key personnel, executive workshops for team-building activities and/or an executive summary with findings and recommendations. Benefits Use of the Competitive Leadership™ process will provide: A transition plan with clear milestones, budgets and measurements. Identification of a transition leader accountable for success of the transition. An internal and external communication plan. Increased cohesion and commitment among the senior management team. More involvement and support for the change effort from the employees. Heightened morale. Continue to Lead Supplier™ Back to Business-to-Business Consulting
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