As a former executive, I have been asked a lot in recent years about implementing change and how to make it last. In this article, I discuss the reality of change.
There is a stack of literature available (and a stream of consultants) that can help you navigate the ‘change’ space theory. But here are my thoughts (from experience) on what sustained change really looks like.
- Change is about being courageous in your decisions and actions every day. CEO’s and executives need to consider if they are being courageous enough in living the change they set out.
- Change is being persistent. We don’t always succeed in everything the first time, we’re only human!
- Change is emotional. For everyone. As an executive you need to stay in touch with the general emotional state of your organisation. Change can be accompanied with all sorts of emotions ranging from excitement and happiness to fear and anxiety and everything in between.
- Change is time consuming. Be ready for it! If you want sustained change in your organisation, allocate resources/time both physically and mentally.
- Change requires strong and visible leadership. Actually get a feel for what is going on with your staff during the change, understand the challenges they are going through, get in the trenches with them periodically to grasp the realities. It will improve communication lines and help you make better decisions along the way.
- Change is non-linear. You might have the best planning team there is and the most detailed planning document on how to roll out your change project. Fabulous in theory! The realities can be very different and you need to be flexible in your thinking and adaptable to the environment around you.
- Change can be challenging. Very challenging. But remember, overcoming the challenges is what will produce the best outcomes.
- Change requires consistency. Consistency in your actions and messages, verbal and non verbal.
- Change requires transparency. Not all news is good news, but if you are honest in your approach and transparent in your actions and communications, this is a big step forward in building and/or retaining trust. Start with a conversation!
- Change requires teamwork. Don’t let a few people shoulder the burden of change on their own. You may have your dedicated team to work on the detail but everyone across the organisation has their role to play. When everyone commits to the role, that is when the magic happens.
