Leaders decide their organisation needs reform all the time. Especially during times like we’re experiencing today, when recruiting is tough, engagement is a challenge, and retention is crucial. It’s not unusual for a leader to say, “We need to change so we can get the best talent to match our business goals.” But it won’t to it on its own, or it won’t happen with key triggers such as
· New software roll out
· A customer complaint
· Brainstorming at a planning meeting
· Notifications are sent to all interested parties
· Training Intervention has taken place.
· Identifying that change is needed to keep current
Instead, change happens when the organisation allows and creates a process and a set of tools that allow the desired outcomes, reduces resistance to change, increases involvement, and drives the organisation to its ultimate goal. So how do organisations create and implement this objective?
The following Acronym might help. It’s a five-step process called ADKAR.
1. Awareness of the need for change
2. Desire to participate and support the change
3. Knowledge on how to change
4. Ability to implement change
5. Reinforcement to ensure change sticks
Implementing these steps itself may be a change, it is important that you have the employees ready and informed about the change that is to happen and what their involvement is in it, and their involvement is key to the success of the change.
Communication: Managers need to set realistic but challenging expectations, using a variety of communication methods and styles. Not only is it important to communicate, but to do it frequently and effectively, Ensure the communication is a 2 way process, people are less resistant to changes that they have been able to influence.
Training: Upskilling and reskilling are key factors and can be delivered in many ways, Classroom, Online, or job shadowing. The training needs to match the business need and the ability of the employee. Managers cannot just point out the end point and say “This is going to happen and you need to be with us”
Be the change your want to see: Everyone needs to set the example for the change
Managers and employees should acknowledge positive behaviour while expecting to take ownership of their part in the change.
People are ultimately responsible for the adaptation of the change, Change is a process, like words without actions remain words. Change needs people to drive it. Change is a continuum, it is the only thing constant in business and isn’t going away
