Founder perspective
Org change review — owner nods: architecture clear, process drawn. Six months later: why are key posts still stuck?
Architecture without the right people is an empty shell. Standard sequence: architecture → assessment → talent review → role match — no skipping. Many firms file review results away — disconnected from performance and promotion — change stops on paper.
Key posts — one by one
New BU heads, new store managers after change — must be coached. Advisors as key-post coaches: one-by-one until they find approach and win — then step back. External appointees without coaching — under 10% survival in my stats.
Not solved by more training days. Weekly practical leadership sessions — core middle management aligned. People who hear the guns call resources.
Sales-type store managers — painful gap
Title says manager; work is still selling. Personal sales 60%+ of store — three to five years, growth stalls. Short-term numbers look good; no bench. Fix: align strategy before mechanism; incentives count people developed and team results.
After pay is right — change accounting
Include talent development in metrics — avoid commission-only short-termism. Mechanism is soil; culture is environment. Key posts coached out — org grows its own bones.
See why on-site delivery · succession pitfalls · org power diagnosis
Liu Xinzhen · NDU MSc · ICMC-certified consultant ｜ XieChunQiu · Shenzhen
20+ years · 600+ clients · 200+ listed companies · 80%+ repeat or referral
