The pace of change is increasing at a phenomenal rate. We are at the forefront of what has been described as the Fourth Industrial Revolution, and its affecting everything from the way we live, work and communicate.
As a result the pace of organisational change is also accelerating. At Hamilton Forth we are lucky to work with many organisational change experts, who have shared their insights into managing change. From them, we understand that although the delivery of change must reflect an organisation’s unique culture, operating model, strategies and goals, there are key factors that underpin organisational change.
Define the Change
In order to be successful, organisational change must be defined and aligned to business goals. Establish what you are changing and why. How does this change link up to business goals?
Determine its Impact on the Individual
Once you have determined the change you want to implement, it is essential that you take the time to assess its impact on each area of your business, and how it cascades down to the individual employee. Identify and anticipate any resistance to the proposed change, and consider how to
The approach to communications will make or break a change initiative. This is not communications for communications’ sake, rather it is authentic two-way dialogue about the change, explaining the rationale and being honest about the impacts, whilst taking on board and responding to feedback.
Empowering line managers and their teams to engage in the change is key to delivering sustained change and needs commitment to awareness training and education.
Train and Support
Once the plan for change has been effectively communicated, it is essential to provide a programme of training and support to the workforce throughout the change process. This may include workshops, on the job training, or support for those whose jobs may be directly impacted due to redundancies or restructuring.
Throughout the process of change, the operational team should implement a measurement and assessment programme to monitor the impact to the business and react in real-time to any challenges arising. This measurement should be documented for future reference.
Ultimately, it is the role of a leader to bring people together during a time of change. To do this successfully, a leader should be able to:
- Inspire and motivate
- Be inclusive
- Be open to new ideas and learning opportunities
- Communicate with passion, enthusiasm and optimism
- Celebrate the successes
Read more about Managing Organisational Change in the following blog posts from Hamilton Forth: Douglas Holms, Emma Muller, Garry Fingland, John Hogg.
To find out more about opportunities in the transformation and change sector contact [email protected] or [email protected]