In today’s fast-moving environment, change is a crucial element of any business. Businesses that fail to change – fail to develop and grow. However introducing change needs to be managed carefully to ensure that it is positive for the organisation, employees and customers.
So how do you introduce change effectively?
Change is a choice that your entire organisation must accept in order for it to be effectively adopted and produce the desired results. All your employees must be included in this decision to ensure they feel significant, part of the business and motivated.
Here are Shweta’s 3Cs – use these to help your team understand the change:
Context: Tell everyone why your business or organisation needs a change. Explain the context of this change and answer any questions.
Content: Which areas need a change? Explain the things that are going to change or which need a change.
Course of Action: This describes the actions that need to be taken, and when they will be taken, to change things.
These 3 C’s are interrelated and must be considered together. Promoting and encouraging change requires a range of techniques and channels; never expect a single presentation or meeting to explain everything and result in full adoption.
Resistance from employees is one of the main reasons that change initiatives fail. It is human nature that we do not like change.
As the leader, you should know how to deal with this resistance in a way that does not derail the change and does not destroy morale.
People usually show resistance to change when:
The reason and context of change is unclear.
Exclusion of some members of the organisation.
The change is seen as a threat to the established norms and styles of the organisation.
There are no benefits and rewards offered for the change.
Dealing with resistance involves clearing up any and all uncertainties. The fear of surprise should be eliminated, and reassurance should be delivered at every stage to everyone in your organisation.
The bottom line is that without positive change, a business is unlikely to achieve stretch goals and will most probably fail to meet the needs of a changing and ever more demanding market.
There are a number of reasons why this is the case, and why change can be crucial and incredibly beneficial
· Advancement in Technology
Technology is designed to make things easier; align with that and your own procedures start to become easier.
· Growth Opportunities
Change allows you to take steps to introduce new programmes and open new departments providing both employee and organisational growth opportunities.
Globalisation can either become a threat, or it can be taken as an opportunity to change and become greater.
· Crisis Management
In crisis situations, change is no longer just beneficial; it is necessary. When things go wrong, you must be prepared to change things within your organisation in order to stay afloat.
· Customer Needs
As the world is constantly evolving, the needs of the customers are also constantly changing.
The economy is a fast-changing beast and can significantly affect your organisation in both positively and negatively.
· Improvement of Organisational Culture
Bringing in positive change to the culture can result in customer and employee satisfaction, increased work retention, and improved performance.
Ultimately, change will happen to your business, whether you want it to happen or not. If you plan properly, and decide for yourself how that change will happen, you can steer towards positive change and create better results for your business.
Shweta Jhajharia, Principal Coach and founder of The London Coaching Group, is a multi- award-winning business coach, recognised both by external bodies and the industry awards panels as the top coach in the UK. Despite competitive economy, her clients across sectors consistently achieve measurable double digit growth (over 41%) and are the most awarded client base in UK.