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When Sathya Nadella became Microsoft CEO, he was faced with organizational dysfunction:
"Innovation was being replaced by bureaucracy. Teamwork was being replaced by internal politics. We were falling behind."
To deliver better outcomes, Nadella was the catalyst for significant organizational change. He organized Microsoft to function more like the Silicon Valley companies that were outperforming them. Reorganizing the company into cross-functional teams, abolishing the powerful product divisions for a flatter, a more integrated approach called One Microsoft.
Nadella has been credited with a grand reinvention of Microsoft. This is exemplified by its market value exceeding $1 trillion, one of just a handful in history to hit that mark.
This is one of few organizational change success stories. Most end in failure. I've personally been involved in more failures than successes. The good news is that through failure comes learning.
I've curated this learning into a collection of 50 organizational change insights. These are insights I've learned from leading change over the past decade.
They are not a set of directives to follow. Instead, think of them as a compass and a point of reflection for how you lead change.
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