Leadership: Managing Change in the Workplace
Isn’t it interesting when you start talking about change in the workplace barriers and excuses start appearing as if by magic. It is therefore of no surprise that 70% of all business change initiatives fail!
Introducing new systems or processes into your business does not need to be the most daunting experience in your life if you follow a few simple guidelines.
- The need for change. There needs to be a top down approach to change, senior management need to be a driving force from the outset. The need for change once identified needs to be communicated throughout the organisation.
- A shared vision. It is imperative that all levels of the organisation share the vision and are appropriately motivated to embrace the change.
- Capability & Resources. Ensure that you have sufficient resources to implement the change successfully. This includes sufficient money as well as the staff having sufficient time for implementation/training etc.
- Having implemented the above steps it is important to maintain momentum. Have an Action Plan that specifies time lines, responsibilities and breaks large/complex tasks into smaller manageable tasks. Ensure progress is monitored and all staff are informed of progress.
Change management is about preparing your team to make changes, implement new processes or technologies and prepares the business to support change. Failure to communicate a clear desired outcome, poor leadership, lack of buy in, poor processes and no focus on people management will likely relegate your project to the scrap heap.
“Life is not a static thing. The only people who do not change are incompetents in asylums who can’t and those in the cemeteries..” Everett Dirksen.
Richard Kemp – Watts Price Accountants
The advice provided on this Article is general advice only. It has been prepared without taking into account your objectives, financial situation or needs.