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Change is part of life, it is natural, normal and positive change leads to great progress. Yet, in the wake of the winds of change blowing across the landscape of our lives, It is never easy to pick up from where we left off before the change hit. But, it can be easier to manage the impact of change when one has a dedicated change management framework in place.
The Greek philosopher Heraclitus is quoted to have said: “Change is the only constant in life”. Taken a step further, Charles Darwin notes that: “It is not the strongest of the species that survives. It is the one that is most adaptable to change.”
In business, change is most definitely a constant that the movers and shakers of the world rely on to create new opportunities for growth. Hence, the positive aspects of change bring new ideas and new approaches to the way things are done.
Let’s take a brief look at some of the global events that have brought lasting change over the past three years:
- Pandemic-related changes in shopping behaviour with a skew towards online shopping forever change consumer businesses.
- With the arrival of the pandemic and the global shift towards remote and hybrid work, the future of work arrives ahead of schedule.
- The pandemic triggers innovations that unleash a new generation of entrepreneurs.
- Accelerated use of technology, digitisation, robotics and artificial intelligence (AI) are shifting and changing the world of work as we know it.
What exactly is Change Management?
Simply put, change management is the process used in business to manage systems, structures and processes during times of transition. Irrespective of whether a company is planning for change or whether change has occurred due to an unexpected challenge such as the pandemic, a change management framework can help organisations better adapt to and manage the implications of change.
Those companies that use a defined set of principles and guidelines in dealing with organisational change are in a better position to cope with the resulting challenges, especially in the face of unprecedented change. A recent Forbes Insights and PMI survey reveals that at least 85% of more than 500 executive respondents stated that change management is critical to success during times of change as opposed to expecting that employees will automatically respond well to the change.
Furthermore, Forbes Insights findings also reveal that at least 38% of respondents stated that their employees are considerably threatened by change. It is therefore abundantly clear that the fear of change among employees is very real indeed and should be properly managed and effectively addressed. Most change management approaches take these factors into account. When developing a framework for managing change there are many issues to tackle and the following principles can serve as a basic guideline to get you started.
Ascertain the nature of the problem
Most often, change happens when one least expects it to, which means that, ultimately, we have no choice but to adapt. It is therefore critical that when a problem occurs, the crux of how and why it happened must first be established, and then steps need to be put in place to determine how it should be solved. While certain changes are planned, such as introducing new technologies, launching new product innovations or embarking on a transformation process, the nature of the change must first be understood before it can be effectively managed.
Champion change through company culture
The way that organisational employees interact with one another is determined by company culture. By its very nature, change not only interferes with daily workflow processes and business operations but also disrupts the social status quo. During times of transition, leaders should therefore take company culture into consideration when dealing with resistance. Companies that champion change through culture are also more successful in terms of ensuring that everyone in the organisation is aligned.
Unify upper-level executives
Starting from the top, that is, upper-level executives, an organisation is only as effective as the sum of its employees. Therefore, all senior leaders within the organisation should form a united front to succinctly disseminate the same information to junior and lower-level employees and ensure that everyone is singing from the same hymn sheet.
Involve staff at every level
Change causes a shake-up that ripples throughout the entire organisation, affecting each employee in one way or another. When mid-level employees are involved in the change management process from the outset this creates opportunities for employees to voice any fears or concerns. This approach also provides a platform for them to share any process challenges or technical or logistical problems that may help to resolve any issues involved with the change.
Bring change agents on board
Informal leaders or people with influence in the organisation can act as change agents and greatly assist organisational leaders to advocate and propel change and get all employees involved. Such people are usually those expert individuals with a reputation for leading by example and who have already won the trust of other employees. Organisational leadership, along with resident change agents, can help to integrate teams and ease fears.
Develop a new set of critical behaviours
In the wake of change, employee behaviours will not automatically change overnight. In this regard, it is important to develop a new set of critical behaviours for employees to work towards at the outset. Since old habits die hard, new ways of doing things should be introduced immediately to enable a seamless transition. Such can be rolled out through training and regular meetings with managers in small groups so as to communicate the implications of the change and draft new employee expectations.
Maintaining a healthy outlook towards change
Change can be disruptive, and often a frightening experience for some people. Yet, when an organisation has a sound change management strategy in place to deal with unprecedented change such can also be used as a strategic tool to help re-evaluate and redefine organisational goals. It can further be used as a means to improve business overall and explore how employees can help the organisation to grow.
Strategies for coping with change
If you are struggling to cope with change, these simple strategies can help you to maintain a positive outlook.
Stick to your routines
As everything changes around you, keeping to structured routines can give you something to hold on to. Your regular morning routine of getting up at the same time each day and eating a good breakfast can help your emotional and mental well-being during times of uncertainty.
Change your perspective
The way you perceive change can determine how you cope with change. Negative perceptions can make it difficult to focus on positive aspects and negative self-talk can significantly diminish your sense of well-being. In gaining a healthy perspective around change, remind yourself that change brings growth, new ideas and new ways of doing things that can often lead to better outcomes. Without change, there would be no progress in life.
Surround yourself with people who lift your spirits
During times of change, it is normal to feel a little vulnerable and at this point instead of having people around you who are negative and drain your energy, it is important to surround yourself with those individuals within your support system who can provide positive moral support and literally lift your spirits.
Above all, be kind to yourself
Taking time out to relax or do the things you love to do can bring a little more joy into your life when everything seems to have been turned upside down. Planning to do the things you love to do will give you something to look forward to and help you to better navigate each day.
Reference sources: voltagecontrol.com | Mckinsey.com | psychcentral.com