Embracing Change

Embracing Change

Almost all people are nervous about change. Many will resist it – consciously or subconsciously. Sometimes those fears may be well founded, but in most cases people do eventually realise that change is necessary.

All organisations today are experiencing change, there is really no such thing as “business as usual” anymore, change has now become a constant, when considering the speed and complexity of changes affecting organisations. Change is here to stay and can occur in a variety of ways, i.e., either externally imposed or internally imposed and this all points to change taking place in our everyday working environment.

These changes affect and involve all staff and while some of us accept and embrace change faster and more readily than others, we need to realise that we are not all “wired” the same, and therefore the personal journey of change we experience will depend on the way change is effectively managed within the company and how we buy-in to the change process.

“For a project or initiative to truly deliver value to the organisation, people must embrace and adopt the change to their own work”

The goal of organisational change is to reach a future state where performance is better than it had been in the current state. However, the organisation only reaches its future state when individuals have reached their own personal future states. The success of the organisational effort is tied directly to how successfully each impacted employee makes their own transition. Organisational results are delivered when individuals make their own changes successfully.

Successful change also requires management buy-in into any change initiative and this should start from the top leadership.

Buy-in first starts at CEO level and this buy in should filter downwards throughout the organisation until buy-in is obtained by all personnel affected by the project. However, the executive management buy-in is of paramount importance, stakeholders at this level can make or break a project.

The key is to involve all stakeholders, these stakeholders can be internal and external. You can involve others quickly by focusing their attention on what needs to be done and asking for their help. When you involve others, they will be more likely to:

  • Feel that they can make a difference
  • Understand their roles in the change effort
  • Make a commitment to the change
  • Assume shared responsibility
  • Develop new and creative ways of implementing the change

A perfectly designed process that no one follows does not deliver value to the organisation. A perfectly designed technology solution that no one uses does not deliver objectives, outcomes or results to the organisation.

So for any current or future change initiative to be a success within an organisation, the ability for all stakeholders to adapt to the change quickly, and effectively, is what drives benefits for the organisation when it takes on a change effort.

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Posted in: Latest News on February 2, 2014 by BDM Directions.