When implementing major changes in an organization, it is usually the case that a group of people dedicated to the project spends a lot of time and effort to prepare the Change – new structures, positions, financial rules, procedures, goals, policies. And then, at a chosen moment, they communicate it to the entire organization. The “zero hour” comes and from then on we are in a new reality.
Does it work?
Well, not necessarily…
There are several key factors that determine whether employees will truly and with commitment enter the “new.” These are:
EMOTIONS ASSOCIATED WITH CHANGE – some people are really looking forward to the change, and some other look at it with doubts and fear. Either way, we all go through the so-called Cycle of Change – from initial confusion and perhaps even denial, through anxiety and sadness, to final acceptance of the new reality. Supporting this process helps to shorten the “difficult” phases and get sooner to the joy of new reality.
SENSE OF BEING IMPORTANT – in order for your people to be willing to make the transformation effort, they need to feel that they are important in the process and that they are co-owners of the process, not just blind doers. How to accomplish this?
SPACE FOR SCEPTICISM – there are different voices in the Organization, because people are different, right? Usually, for big Change, we mainly involve people with an enthusiastic or at least positive attitude. This is natural. However, we then lose access to another point of view. Paradoxically, creating space for the voice of skeptics will allow us to implement Change more effectively.
INDIVIDUAL INTERESTS – it’s hard to get involved in a change that is beneficial to someone else, and will only bring me new responsibilities… Your people must not only understand the concept of Change, but above all FEEL that there is something of value there and for them…
|in preparing vision of HOW you want to implement the Change|
|in preparation of your employees, managers and teams to go through the process|
|accompanying and training you during the transformation|
|in creating space for important sceptics voice|
|in ensuring safe space for emotions, fears and hopes about „the new” that is coming|
|in building engagement and collectivity in your Organization|
|in coming to the real effectiveness as soon as possible|