Most people claim to welcome change and to be comfortable with change but many managers hide behind the ‘change champion’ façade and when presented with the opportunity or need to drive change they can turn away and do not face up to the challenge – Why?
Is it too difficult?
Is it too complex?
Is there too much at stake if they fail?
Are they unsure how to proceed?
The simple fact is that doing the same things will bring you the same results. If there is a need to change then ignoring that need in the hope that things will somehow get better on their own is an approach doomed to failure.
You must find the courage to act!
Too often people only consider the need for change when something has gone wrong – the way in which they do things no longer seems to work and they have a problem. Delaying acting until you are forced to do so will result in limited thinking, a lack of clarity, a lack of openness and you may be tempted into the ‘quick fix’ option. On top of this the motivation of the people around you will be decreased and your ability to deliver sustainable change will be drastically reduced if not totally eliminated. For some organisations the delay in affecting change means that they have to attempt to change a multitude of things at once. This approach will lead to panic and confusion.
On the other hand, as change is constant, regularly reviewing performance against pre determined criteria will allow you to be aware of what is happening around you and to make considered, timely, decisions. Your thinking will be less restricted and your team will be more responsive as their motivation will be higher. You will have more time to iron out any problems and to challenge thinking – you will not be forced into making hasty, ill-considered decisions. Confidence and effectiveness will grow.
Always assess if change is actually required. The true situation may be that within the specific areas that need attention some elements will be worth continuing – not everything will be ‘broken’.
Whatever and whenever you decide to change there is a simple and robust process that must be followed:
1 Decide what needs to change – involve the key stakeholders
2 Gain agreement that change is needed
3 Define what you want the result to be – what is your ‘desired state’? Be detailed and specific – clarity is key
4 Assess where you are now. Where do you stand / how do you perform against the specific elements in your ’desired state’
5 Have a plan - simple, small steps. It is important to gain some ‘quick wins’
6 Review progress – celebrate success
At every stage effective communication is essential. Keeping people informed and involved keeps people motivated and committed.
The simple truth is that change is here to stay - all we have to do is to learn to be comfortable with it and to be flexible in how we do things.
In challenging times it will be the individuals and companies taking the initiative that inherit the future – be one of them!
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