Removing the reset button

As we exit the ‘noughties’ and prepare to enter an exciting new decade it seems an appropriate time to reflect on change, as this seems the only constant we can predict for the future.  Managing change is difficult.  People work to type and even though you can introduce new ways to do things it is hard to prevent old habits coming back and people reverting to the previous ways they did things.  I recall a friend once telling me that it is less about how you tell your child not to do something, and more about how often you tell them.  I guess this is a trait not limited to children and is part of the reason change is hard, and change management itself has developed into a discipline in its own right.  It is important to bear in mind that maintaining change can almost be as hard as enacting it in the first place, as often there are embedded reasons why things have occurred a certain way in the past.

Here are a few tips I have found useful in introducing and then sustaining change.

1. Make sure you are clear about exactly what it is you want to achieve.  Write it down.  Even if your strategy is not to necessarily communicate this all at once it is necessary to have a clearly defined finishing line for yourself.
2. Take change in manageable chunks.  Adopting change for some people can be as hard as implementing it and so some individuals or groups may be reticent if it is seen as a bridge too far or disrupting a comfortable status quo.  Assess what you think will be palatable, set incremental goals and if necessary only communicate the short-term increments.  But once ground has been gained start working on the next increment in order to both consolidate progress and maintain momentum.
3. Communicate, communicate, communicate.  Particularly when you want a large number of people to change it is essential to make sure they understand why, how and what the benefits will be.  And do this repeatedly and continually through as many mediums as possible e.g. e-mails, conference calls, intranet postings, team meetings.  You will be amazed how quickly people’s perceptions can adjust when they receive a consistent message over a sustained period of time.  And once you have accomplished successful adoption, communicate again, because it is very easy for progress to evaporate when the spotlight is removed.
4. Invite input into the path taken.  Whilst the ultimate goal may not be negotiable there are often many variants of how to get there.  Seek input on the pace and path to be taken as people are typically more willing to move in line with a path they are invested in. And they may even provide you with a better way.  Remember even if you have to make short term compromises on the pace and path, this is usually worth it to secure the end result.
5. Don’t be afraid of making hard decisions.  Not everyone can or will make the change so be prepared to cut your line and recast if you think you are fishing in empty water.  Bring in new people who are more in line with your ideas/visions.  Whilst this may seem ruthless, the alternative could mean that progress is never made and then the entire company is at risk.

Introducing change is never easy, but when managed properly it can be a productive and rewarding process.  If not managed properly it is painful and rarely achieves the desired result leaving everyone unhappy.

Happy New Year to you all and I trust that 2010 brings you all the level of change you desire.