Preparing for Change
When I was fifteen my father told me that one thing I can always count on is that things are going to change. In the moment I couldn’t fully comprehend what he was telling me. Since that time I have learned this to be true. For better or for worse, I fully expect change - I know its going to happen. Throughout our lives we are challenged to deal with personal and professional upheaval. I use the word upheaval because even when change is good there remains a learning curve and time to adjust to new circumstances.
If you’ve seen the movie Office Space you may recall the workers reaction when they learn the company is bringing in “consultants” and “you know what that means”. Around any change there is fear, rumors, and reluctance. So how do you do it successfully?
Prep for Change Now
My number one recommendation for preparing your organization for change is to not wait until change is coming down the pipe to start preparing for it. Start reading all you can about successful change management. Educate yourself on the perspectives of leadership and staff so when the time comes you are ready for the challenge ahead.
Boost your EQ
Recognize that there is a business case for success and the emotional metamorphosis required for sustained success. It’s important to address the emotional needs of team members such as emotional ties to the old way of doing things and the fear and uncertainty they face in the change (i.e. job loss, new performance metrics, survivor guilt etc.).
Identify Resources
There is no shortage of resources to help you. This morning I was at a CIASTD seminar on managing change, we were provided with great tools and recommendations for reading. Here are some of the tips I picked up today. I’ll start with some foundational business questions to ask:
1. What conditions must exist to make this change successful?
2. Who must be committed for the change to occur?
3. What’s going for us and what’s working against us?
4. What are the training and development needs? Are there new competencies people need to learn or new attitudes and beliefs people need to have?
Additional tips on managing change effectively include:
1. Honor the past. Recognize past accomplishments and don’t diminish the history of the organization.
2. Acknowledge emotions and get people involved in the change as much as possible.
3. Work with leadership to do lots of one on one dialogue. Additionally, recognize influencing employees who may not be managers, train them and garner their support in delivering key messages.
4. Sustain the change with positive recognition and rewards.
These are just some tips to point you in the right direction. Whether you’re in the midst of a restructuring, a new product rollout, or perhaps the waters are calm for you, it’s a good time to align with your resources and identify tools for managing change. After all, change in and of it-self is predictable. Taking steps to prepare for it can help ease the transition.