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Book Extract
Preparing the organisation for change
To quote an anonymous author, "Change is inevitable except
from a vending machine". Most individuals and organisations do not readily
embrace change. Often, they take steps to avoid it. In many cases, individuals
expend more energy resisting change, without realising that it would take lesser
energy to just change. It is human nature to accept status quo and feel uncomfortable
about the unknown state brought on by change. A plethora of research exists
on the topic of change and change management. Thousands of consultants are employed
because of the inevitable and constant need for effective change management
in organisations. And within organisations, effective change agents are desired
commodities.
Leadership commitment for change
Leadership commitment for an organisational activity, including change, is a
key ingredient to effectively managing an organisation. Leaders must be actively
engaged and "walk the talk". Leaders should create or foster a culture
where change, spurned by continuous improvement, is expected, and desired behaviours
are rewarded. Leaders also need to assign and support effective change agents
within an organisation, and hold key members within the organisation responsible
and accountable for achievement of results and continuous improvement. Status
quo should not be tolerated.
The old adage "manage change or change management" cannot be more
true. Unfortunately, most organisations, and people, don't deal with change
particularly well. In addition to leading by example and supporting change within
an organisation, leaders need to help create an environment where the need for
change is understood by everybody. Sometimes, this is communicated in a crisis
mode, such as by an organisation in dire financial straits and about to go out
of business.
By this time, it is probably too late to change. And the key stakeholders—employees,
shareholders, communities, and so forth - will hold the leaders accountable
for not having made the necessary changes to keep the organisation viable and
successful.
Leaders need to create or reinforce a culture that promotes change. Employees
will constantly invoke the "WIIFM" adage - "What's In It For
Me?" Leaders, working with their change agents, need to help the entire
organisation understand the need for change and the impact it will have on all
individuals and parts of the organisation. One way of doing this is by estimating
the magnitude for change.
Implementing Strategic Change Tools for Transforming an
Organization Steven H Hoisington and SA Vaneswaran
Tata McGraw-Hill Publishing Company limited
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