How To Successfully Drive Change In Your Organisation
Life’s only consistency is change. We help to ensure change affinity within your teams. Be it a business change, organizational change, or a personal change, people and things are changing and growing every day. To be change-averse is to accept that your business or personal life will never change or grow. However, the human brain is designed to be change-averse. As humans, we hate change. It takes a lot for our brains to accept it.
Neurologists have observed that changes actually cause physical shape changes to the brain when it has learned new concepts, due to the formation of new neurological pathways. In business, this results in successful business executives rehashing old business techniques to grow new businesses. While this will work for a time, it’s important to acknowledge the necessity of evolution.
What drives genuine change? Usually, it’s a disaster. It’s only after diagnosing life-altering health conditions do people adopt lifestyle changes. Similarly, it was only after the 2008 recession, a slew of regulatory reform has changed the fundamental operations of financial institutions today. So how, without a disastrous event, can companies affect a culture of change affinity and a culture that embraces and evolves with change.
The main issue with change is that it’s usually unexpected and, therefore, unplanned. For businesses, this can be avoided by planning the communication of large-scale change and executing communication it in good time to those who will mostly be affected. Take the example of redundancies.
There are times when people accept change better than others. For example, a company is set to merge. The decision has already been made. However, employees are unaware of this fact. To prepare their staff for the upcoming changes, the company formulates an upfront communication to them. It outlines how shared services are being combined and the likelihood of people losing their jobs. The communique also gives a precise time-frame of the changes. It is far more likely to enable a positive departure by those who have been loyal and long-serving, right?
By communicating with their employees, it helps to alleviate an environment of uncertainty and fewer bitter departures. In some cases, upfront communication can also prevent legal proceedings.
So how do you ensure an effective change management strategy creating a positive environment for change with a good internal communication strategy? It’s usually down to engagement. Bridges transition theory details this nicely, talking about how to communicate change effectively by bringing people along a change journey.
At Eleven Consulting, we use several tried and tested engagement techniques to ensure project changes are effectively managed through to success.
Our methods include:
- Developing an effective change communications strategy
- Change facilitation workshops and roadshows
- Post-change engagement measuring
To successfully implement change and transition your company culture to one which accepts change, and embraces growth, is our passion.
For more information contact us at firstname.lastname@example.org