Change. That is the order of the day in the corporate world. Change is rapid, constant and necessary in the world of business. If organisations don’t adapt to change they perish. If organisations change, can the people managing them and people working for them not be affected by that change?
They will also have to adapt to that change, evolve a new pattern of working, thinking and living that suits the change.
Companies that synchronise with the changes in the global economy, markets, business trends, survive and prosper. Managements that leverage this change to cut away at their previous loss making habits will emerge as strong market leaders and kick away competition.
People who embrace change and use the new found enthusiasm to better their goals become successful.
When it comes to change – most people are weary and want to live in their fixed world.
Now what is that change that we are talking about?
Change comes about in different ways.
Downturn or slowdown is not the only time that organisations want to adapt to new processes, introduce new products and bring in new technology.
Reinventing business for the satisfaction of all stakeholders ushers in a series of changes in various spheres of business. Transparency in all actions and concurrence of all concerned is the order of the day.
A simple example of change can be observed in what the defence forces keep doing so very often. They upgrade their teams with the latest in arms, aircraft and war craft.
New tactics of engaging the enemy are practised relentlessly. For the consequences of not bringing in the change can be ‘deadly’.
In the same manner organisations and people have to upgrade and bring in the necessary changes and adapt to them in order to survive competition and maintain a superior edge. Check points to help you gain from change.
Workplace: Changes in the workplace are the most difficult to cope up with. As people fall in to a rut of accomplishing their daily tasks by certain methods, it seems that the new method will cause pain or just fail. Recently a recruitment consulting firm revamped its entire functioning and reporting structure.
Earlier they were divided into teams independently handling various clients and reporting to the CEO.
But due to the recession in the market, to better service clients, different verticals were created and a head nominated for each. The heads now report to the CEO.
This has caused a severe disgruntlement among some section of the employees.
What they fail to understand is that they have more opportunities to interact with the clients and do work on new opportunities.
They were all caught in the reporting game. In small teams it is easy to impress the boss. As in the example we need to change and match our goals to the organisational goals.
That way both the organisation and the people in it will be able to progress.
Attitude: The attitude to change must come from within a person. Negative thinking can cause immense damage to career progress when people refuse to accept change.
One has to evaluate the necessity for change and benefit that the change will bring in. If one perceives that this change may be a hindrance to growth, one must openly question the management on the advantages that it will bring about.
When doubts regarding change are not clarified, fear stalks every action and productivity of the individual takes a hit.
When the going persists in that manner sooner than later the option comes to leaving the job.
Training: People cannot overnight feel comfortable working in new and changed conditions. With correct training most people will soon begin to enjoy the changed conditions and contribute more in terms of output. What managements have to remember is that it’s the fear of change rather then change itself that causes disruption of people’s thinking.
Celebrate: When people contribute effectively in the changed mode, they must be rewarded and recognised. Celebrations must be held to bring in all to enjoying the change.
Jim Clemmer author of Growing @the Speed of Change says “Change happens. We can’t control much of the world changing around us. But we can control how we respond.
We can choose to anticipate and embrace changes or resist them. Resisting change is usually like trying to push water upstream.”
Next time when you encounter the need to change for good, put your hesitation away.