Change management came into focus in the mid-1990s. Since then it has grown from its foundational concepts into a recognised discipline. No business owner survives in the long run if he or she isn’t capable to evolve and at times, reinvent themselves.
Re-directing the use of resources and reviewing processes, budget allocations, or other operational aspects of a business are essential for finding a way forward in business. But did you know that nearly 70% of large-scale change management initiatives fail to meet their goals? That’s something to think about, especially if you are serious about seeing your business grow.
Many change initiatives have failed because they are often perceived as an outside-in process. Your team may well be sceptical, and unwilling to embrace change. Workers often see change as negative, something thrown from the top down. People may think their jobs are on the line, that they’re expected to learn a whole bunch of new and complicated processes, or that change initiatives are implemented for nothing but saving the business a few dollars. A quick fix for the bottom line.
The trick it to take away that fear, and that’s why communicating clearly is important. Plans for change often lack focus on individuals, and that’s why workers feel threatened by it.
More often than not, the team is the biggest strength in a business. This is definitely the case within our business. Individuals should be valued and respected, as these are the people who have the knowledge, the experience, and strong relationships with clients.
So what makes initiatives to change successful in the long run? It’s about getting people on the same page. There needs to be a clear understanding that change doesn't happen without people’s willingness to transform. Embracing change takes guts, for everyone involved.
To get a team prepared to evolve and grow stands or falls with open, honest, and clear communications from management, plus the willingness to really listen to people’s feedback and ideas. It has to be a two way street.
If you want to set your business up for growth, your plans and vision need to be crystal clear. If you can’t communicate your vision in five minutes or less and get a positive reaction, there’s more work to be done. Transformation will be accepted if people are comfortable with thinking differently about their jobs. If they are feeling positive about the future.
Construct a common set of definitions, approaches, and a simple checklist that everyone is familiar and comfortable with.Everyone involved should be able to see better outcomes in the long run. That’s the way to clear the path for business growth.