In the words of the Greek philosopher Heraclitus, ”There is nothing permanent except change.” It’s inevitable, it’s disruptive, it’s challenging, it can even be frightening. Because of that, the process of change in business is something that needs to be managed with skill and care.
We’re right at the start of a new year and it’s likely some of you have set some ambitious targets for 2024. Perhaps you’re still working out the details but know your ultimate goal. Wherever you currently are, your intentions will mean putting your business, your people and yourself too through a process of change.
Have you considered how you will manage change? If you’re wondering how to tackle it, here are some tips.
Devise a Plan
Once you know what you want to do, you need to set out how. Make sure your plan for introducing change shows steps, people involved and dates – for example, training periods, milestones and deadlines.
You should also have anticipated, discussed and planned to overcome challenges, objections and resistance, because no matter how necessary planned change is, you are likely to face push back.
Get the Word Out
If there are lots of management meetings, your team will know something is afoot and they may feel unsettled. As soon as you can, bring them in on what is happening.
Share your vision for the business and your strategy for making that vision a reality. Explain why this is necessary and set out the benefits, for the business, the customers and the team. Let them know what will happen, when and why, so they aren’t caught out by anything.
Encourage Discussion
Keep the team up to date with what’s going on. Put a system in place that allows them to air their concerns and have them responded to sympathetically, to ask questions and get unambiguous answers. Also offer feedback on plans and suggestions for improvements. They are the people dealing with things on a day-to-day basis, so they are likely to know more about the nuts and bolts than the management team. Don’t miss out on those insights and that knowledge.
A valuable bonus is that people who are involved view change more positively, and even take ownership.
Provide Necessary Resources
The nature of the change will determine the resources needed – equipment, machinery, software, whatever it may be. Another element is likely to be training.
Even people who have complained at great length about a process or system will resist change if they can’t see the shape of its replacement and don’t know how it will work. Being clear about the training and support that will be made available helps to alleviate concerns and facilitate a smooth transition. If you’re looking for a helpful book about how to cope with change, then we would recommend Who-Moved-My-Cheese-by-Spencer-Johnson.
Be the Leader
Success is dependent on the commitment of you and the management team, and you should speak with one voice. Any cracks in the façade can have an impact on the team.
That doesn’t mean concerns shouldn’t be aired – if something unexpected surfaces it needs to be dealt with, there’s no point in doggedly pushing on with a plan you suspect may be flawed. But it does mean concerns should be aired in the right forum and if they are found to be valid, a solution should be considered before presenting it to the team. Or you could involve the team in finding a solution. You might be amazed what they come up with.
It’s a good idea to identify what success will look like and incorporate celebration of achievements along the way. This all helps to boost camaraderie and morale, and continued support for the process of change.
Change Management is Essential
Careful management of the process is key to the success of any change initiative. Change can be large or small, complex or straightforward. Whatever you are planning will benefit from taking a systematic and structured approach. That can overcome resistance, encourage helpful behaviours, and help move the business to the next level.