Change and its effects on both individuals and your organization can have an enormous impact on the human mind.  It can be threatening to some because it may mean that things may get worse.  To the optimistic, it is encouraging because things may get better.  To the confident, it is inspiring because the challenge exists to make things better.

First things first though…do not attempt a change until you have demonstrated your organizations readiness.  The repercussions of a change gone bad is a widespread loss of credibility of the objective that you were trying to achieve…and you may never be able to recover from that.
 
While it is inevitable that some change will happen, it may not necessarily be the change you want.  It is far better to manage change systematically than to react to events as they occur.

The human tendency is to want consistency – to resist change.  This is somewhat healthy in the balance.  Without consistency, life would fall out of control and into chaos.  However, this same steadying force can work against us when we try to introduce change.  People tend to resist the need to deviate from behaviors that they think work for them.

Why do people resist change…it is precisely because the need to change is not clear to them.  It is often said that people don’t resist change as much as they resist being changed.  You have to convey the same understanding and enthusiasm that you and your team have.  You must cultivate readiness…not resistance.

Measuring Your Readiness

Whatever your project…it will not succeed if your organization faces too many other changes at the same time.  A sponge can only hold so much water and your people are no different.  In short, never take on a new project or lead a new change unless it has a reasonable chance for success.   Before you begin to implement any change, ask yourself…does my organization have at least a 50% chance of having the capacity to make this change happen without becoming overwhelmed?  Estimate all of the projects underway within your organization.  They are all competing for time, manpower and money.  Can you feasibly handle one more change…right now?

Making Change Work

From the very beginning until the very end, every change effort must have the backing of management and leadership from an accountable person or team of people.  At all stages, you must assure that the change will fit in the environment, the organizational structure, the business culture, the work processes and so on.  If you are automating from a paper based system, you must make sure that the users will not simply keep using the old system.  You need to address work flow and process changes, and train employees so that they will embrace the new “way” of doing things.  In short, once everyone is trained, take away the old process.  It is too easy for employees to revert back to their “comfort” zone.
To ensure that a change will be successful, all of the following seven steps should be in place.  If one area is weak, it does not constitute the change as a total failure, however, it does put the change at risk.

Step 1

Leading Change

The change effort must have a person “in-charge” of the change.  This “Change Champion” will provide support, resources, maintain support from management and support the goal.

Step 2

Creating a Shared Need

Whatever the reason for the change, it must be communicated throughout the entire organization and shared through data, demonstration, demand or diagnosis.  The need for change must exceed its resistance.

Step 3

Shaping A Vision

The desired outcome of change should be clear, concise, fully understood, and shared with everyone.

Step 4

Commitment

There should be a strong commitment from key people to invest in the change, ensure that it works, and demand managements’ attention.

Step 5

Monitoring Progress

Progress must be real, goals must be set and realized, and parameters must be established to ensure accountability.

Step 6

Completing the Change

Once the change has begun, it should endure and flourish.  Necessary skills should be transferred throughout the organization.

Step 7

Securing the Change

Management systems such as IT, performance reviews, and audits should be used to reinforce the change.  All changes within an organization have two components; the technical and the human.  Both must work.

Attend the next Gem Institute seminar and learn how Gem implemented change within their organization.  You will learn proven techniques to ensure your employees accept…not reject the changes you need to make in order to achieve success.