Change Management: The Success Killer for Any Project


By Lauren Keepers

“The only constant in life is change,” is a fundamental truth.

Thanks for that, Heraclitus [insert Greek philosopher bust sculpture here]. Unfortunately, the question of how to effectively deal with change within a workplace still remains.

We’ve entered an age of market transparency where new efficiencies and challenges – like immediate communication channels, increased work-from-home flexibility and heightened competition to breathe life into the next startup-worthy idea – have shed an entirely new light on what it means to be a free market. The result? A much-needed opportunity for companies to greet grey areas with acceptance, rather than fear.

The unfamiliarity that comes with change helps unlock opportunities for your business to successfully monitor growth and development. But here’s what most leadership teams tend to forget when pockets of unpredictability are in their organization’s near future: A well-oiled business operation will withstand the effects of fluctuating environments. Especially when these four factors are kept in mind while planning a change management strategy.

 

1 |  Your #1 Need is Versatility

LEADERSHIP TEAM: An open-minded group of executives will ultimately lead to a more versatile business model. Above all, your business demands a way to encounter unforeseen opportunities and challenges with resilience. Without flexible, responsive decision makers, your organization is bound to let potential business model or product/service adjustments fall to the wayside.

 

2 |  A Flexible Strategy = Sustainability

ENCOURAGE FRAMEWORK BUILDING, BUT DROP THE MINUTE DETAILS: Repeat after me: “Not having a detailed plan is okay.” Key word being detailed. A general change management infrastructure is obviously necessary to keep all employees and projects on track and moving forward. However, solidifying a proper project plan pace and developing a framework for evaluating change is key. As long as that framework allows you to anticipate change benchmarks and their foreseeable obstacles to the best of your forecasting abilities, you’ll be golden.

 

3 |  Technology Receptibility

TRAINING MATTERS: Your business ears have likely already been primed to understand the value in thorough employee education when rolling out a new solution or process. Whether your new solution is grounded in project management, marketing automation, workflow strategy planning or CRM administration and adoption, it’s your responsibility to take charge of ensuring your team feels comfortable and confident in embracing the changes.

 

4 |  Culture Preservation

VISION OF STABILITY: Your employees, beliefs, thought processes, attitudes and ideologies are a direct reflection the current state of your organization’s work culture –  and serve as indicators of your organization’s future success. Before any major business transformation takes hold, make sure your employees have a strong sense of company identity and are in tune with short and long-term goals. And regardless of the type of change that’s at stake, don’t assume that your company culture will magically stay in alignment with your new ventures. Be prepared to confront your plan head-on with a clear communication strategy to keep everyone in the loop and on board.

 

Navigating a company through change can feel unmanageable. Our proposal? Do as the Grecians do and embrace the growth! With the right kind of roadmap and jurisdictions in place, your teams can march to a unified beat every step of the way.

Want more info? Let’s connect you with one of our consultants to jumpstart the change in your change management plan today.

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