Companies commonly make the mistake of mishandling change, neglecting their true motivations for transition.
There are many reasons for change, whether you’re looking to revolutionize a procedure or simply align your operations with technological advancements.
Whether you’re transcending to remain competitive, or to cement the legacy of your brand, it’s less about your intentions and more about your strategic approach to managing change.
This can be the breaking point when changing changing organizational culture, residing as the difference between success and failure.
Our surroundings are constantly changing, so we must evolve or risk getting left behind. To embrace change organization-wide, your staff should be positioned to flexibly embrace new concepts, with an open approach to the unknown.
What’s important is you can influence the minds of your staff, who should adopt a progressive attitude. Changing organizational culture is a difficult task, but with a fresh, optimistic approach to change management, your company will be poised for success.
When changing organizational culture, take advantage of the knowledge outlined in the following subsections. Here you’ll find innovative inspiration which will facilitate operations considerably:
The Impact on Business
To implement a successful change management strategy, you’ll need to first understand which approach is best suited to your organizational requirements. This will differ depending on current circumstances, and you must be prepared and empowered to make change happen.
A great foundation is to appreciate how great change management can impact your business, especially when done right.
This level of appreciation will help you maximize collaborations with your HR department. You should always ensure you have the right players in place, because change cannot be managed successfully without the right clientele.
If these don’t exist internally, bring in a change management consultant. Otherwise, change plans can spectacularly blow up in your face.
Change has a tendency to persist over long periods, making it even more difficult sustain. This can lead to higher failure rates, often due to poor integration and implementation.
Making sure your HR team have the resources they need to execute change is a crucial step, because they play a significant role in managing change.
You’ll also benefit from understanding the role of HR, and what to expect when it’s implemented correctly.
If you’re looking to master change, try one of these great techniques.
Do You Understand Change Can Be Unsettling?
Change is a disruptive force that sparks significant uncertainty. It brings with it the fear of the unknown, and can even throw your employee’s job security into question.
Staff grow comfortable with their current circumstances, which become familiar territory. To alter the perception of change, you should implement it gradually with an optimistic outlook. When viewed as an opportunity, your change initiative has the best chance of changing organizational culture.
When everything flows smoothly, you can rest your head on positivity, remembering to work hard and make change stick.
Modern Change Management Tactics
Get to Know Your Team
It’s essential you get to know the people you’re working with, especially if you’ve been brought in externally. If you do work at the company in question, ask yourself ‘how well do I really know the team?’
If the answer is not very well, then you should probably ingratiate yourself a bit more. Building a rapport with your team is the foundation for development, because you’ll establish trust and prove you value the importance of workers.
Otherwise you’ll risk developing a culture of fear, manipulation, and distrust, which can have many unintended consequences. For change to be introduced seamlessly, always get to know your team!
A great way to further engage them is with one of these great exercises!
Lack of communication can kill morale, and is a typical mistake which can create confusion. Communication can make or break your strategy, and is about much more than dictating to your team.
Instead, embrace your team’s feedback so they’re motivated to work in the best interests of the company. Strengthen your relationship with employees by being transparent, and most importantly work with and encourage them plentifully to secure buy-in.
Ensure Employees Understand Their Role
Employees should have a firm grasp of what’s expected from them. They should embody a growth mindset, and see change as a great opportunity to excel.
Promote the prospect of new beginnings, and always satisfy the ‘what’s in it for me’ questions. When employees have clearly defined roles, they can work together on the same page, unified towards meeting common change goals.
If employees are anxious about their changing daily duties, perhaps consider employing a life coach, who will be well-equipped to deal with the anxiety that ensues.
Chris is the Lead Author & Editor of Change Blog. Chris established the Change blog to create a source for news and discussion about some of the issues, challenges, news, and ideas relating to Change Management.