Yesterday we looked at how to stay sane as you go through the knowledge gathering period and how to use various methods to build new skills & behaviours and how to reinforce the changes in yourself.
Today we will look at highlights of The Little Guide to Change, provide you with some extra hints and complete the series with more tips to move you forward. Let us put it all into perspective and do a quick review of the key concepts.
Change starts from the outside
Nearly all fundamental change taking place within a firm is a response to external stimulus from market conditions, competitors or clients and customers. In most cases financial performance, or lack of, tends to be a critical driver of the changes. Change opens new doors and new opportunities for both you and the firm you work for. You can take advantage of change to develop professionally and move forward in your firm.
Risk of not changing
Firms that do not respond to market place changes risk customer dissatisfaction, declining market share and poor financial performance. There is no distinction between private or public sector organisations (I know, I used to work for one!) The viability of the firm is at risk, as well as the jobs of the execs and front line employees.
What’s the hurry?
Typically the gap between the time a firm feels the pain of outside market influences and the time change initiatives reach front line managers and employees is too long. The result is more change is needed yesterday. Meetings and more meetings become the norm as the organisation reacts to change.
Your choices – you do have them you know!
At each stage of the change process, you have choices you make that impact your role and how others see you. Each of these decisions has consequences, which in many cases can be predicted before time. Every conversation we have whether in meetings, around the coffee machine or kettle reflects our choices about change.
Choices and Accountability
Even when the outcome of the change is positive, change can be traumatic for everyone involved. It comes down to whether someone wants to stay the same or change. We are all accountable for our choices and actions related to change. Adopting this mind set will help prevent you from becoming a victim of change.
Taking Control of Change
You can take control of the change process, of how it impacts you personally and professionally. The aspects we have covered over the last week or so equip you with an action plan for assessing where you are in the change process, which steps to take to fill in the missing pieces of the puzzle and how you move ahead.
Every business is undergoing change. It is part of todays work place. Learning how to survive and thrive in a changing environment is a critical skill for advancement and growth.
No change comes without some pain. Certainly the goal is to minimise that pain and implement change as quickly as possible. More importantly, you can thrive in a changing environment if you use this blog series as a practical tool to understand and manage change.
This completes The Little Guide to Change at Work series. I hope you have enjoyed reading it as much as I have enjoyed writing it. Change is an emotive issue both in the work place and personally. I welcome your feedback and comments in the box below.
If there are any topics around organisation development you would like to learn more about, please ask and I can consider them for a further series.
Just give me a call on 01606 76007 or contact us here if you have any questions.