Change management is a term that defines the discipline that guides how an organisation successfully equips the business to undergo and adapt change in order to reach profitable outcomes and success.
All organisations undergo changes. From the change in management structure to organisational culture, change is inevitable. Change management is a term that defines the discipline that guides how an organisation successfully equips the business to undergo and adapt change in order to reach profitable outcomes and success. As a leader, you need to adopt a strategy and implement for both short term and long term change to positively impact your business. A recent study by McKinsey & Co. has surveyed 40 organisations who were undergoing organisational change. The study has reported that 42 percent of the organisations who implemented a successful change program hit their targets and in some cases experienced returns of 200-300 percent higher than expected.
Like Albert Einstein’s famous saying goes, “Insanity is doing the same thing over and over again and expecting different results.” There should be a clear vision of where your organisation is heading. Change might cause uneasiness to many people but having a clear understanding of where your organisation is and how you envision its future will help with creating a smooth transition. Determine the values that are central to your change and act accordingly.
The change journey might be driven by one captain but it definitely requires all the passengers involved. In other words, make sure you involve all your team members in the change you wish to implement. Having a strong communication strategy ensures delivering your vision accurately and guarantees that you will be supported. Determine the most effective methods via which you can communicate the change. The strategy should incorporate a timeline for how the change will be communicated including the key messages and the mediums through which the communication will take place. The two key questions to ask here are, “how will the change be communicated?” And “how will the feedback be handled?”
Breaking barriers is the ultimate keys to change. In order to get rid of any obstacles, you must first understand what the changes that need to be implemented are and what might stand in the way of these changes. Difficulties might come in the form of human beings or financial constraints. A solid vision with a structure will help you get rid of the obstacles. Put in place a structure for change and understand who might be resisting this change. Help those employees understand the benefits of change and take a quick action. Removing the obstacles will empower the people you need to execute your vision and will pave the way forward. Some barriers might come in the form of emotions such as the fear of the unknown. However, fear of change can quickly turn into fear of failure as those who don’t implement the right change is not implemented at the right time are at risk of failure.
Creating short-term wins is one of the best ways you can anchor changes in your organisation as a leader. This will help the changes you implemented become an integral part of your organisation. The values behind your vision must be seen in your day to day job after the change has been implemented. Tell your success stories about the change process to remind your team of it and use it as an encouragement tool. One way to anchor the change is by instilling these key values at the centre of your change protocol when looking to hire new employees and when creating new teams.
Organisational change processes will apply to both short and long-term changes. Understanding the reasons behind organizational changes and clearly identifying your business goals will act as a roadmap that helps you navigate correctly towards the change. If you apply a practical and precise organisational change strategy, your business will thrive and you can witness an increase in your return on investments and revenues.
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