The Winds of Change

As we look ahead to a new year with some very turbulent times, a number of our clients have called and asked, “What can I do to prepare my organization for the changes forecasters predict?” This is a great question that every manager should ask. The winds of change–the new economy, globalization, technological advances, and financial institution melt downs-are threatening to create the “perfect storm” for many businesses, but, those organizations that are prepared will use these same winds to propel their business where they want to go. We advise you to ask the members of your workforce how these forces will affect the way your organization does business in the future, and what they think your organization needs to do about it. Their answers will determine whether you glide effortlessly across the horizon, or find yourself beached on a deserted island…

Great leaders know that to remain successful, they need to change the way they do business–and change quickly. They realize that their success depends on their ability to engage their entire workforce in the change process. To align your organization with the future and successfully inspire employees to make necessary changes, despite obstacles, follow these steps:

1. Foster a sense of urgency. A greater sense of urgency moves people more quickly through the transition process and commits them to taking action in a shorter period of time. Conveying a sense of urgency does not mean putting your organization in a chronic state of panic; rather, it means creating a culture in which people are always looking for opportunities to improve, surpass their competitors and exceed customers’ expectations. To create a sense of urgency, you need to develop performance information systems that provide frequent data about products, competitors and customers; communicate that information across the organization; and use it to make frequent course corrections.

2. Create and communicate your vision. A clear compelling positive vision of the future and the changes that need to be made are instrumental in directing employees, aligning their work with the change effort and inspiring action. During the change process, normal communication channels in the company usually need to be expanded. Share your vision, establish goals and gain personal commitment from every employee.

3. Involve employees in the change process. Employees are not so much against change as they are against being changed. Get your most resistant people involved up front so you know what the roadblocks are and what strategies will work to implement change. Solicit employees’ opinions and recommendations for action.

4. Remove roadblocks. Even when employees embrace the vision, the best efforts to effect change can be stymied by roadblocks–real or perceived. Work with your employees to gain an understanding of their concerns and identify obstacles that might hinder progress. Outline a plan to remove the obstacles, then get out of the way and watch your employees use their talents to create success.

5. Promote teamwork. With an accelerated pace of change, individuals will not have the time or expertise to singlehandedly assimilate all the information and comprehend all the technological changes that present themselves. High-performing teams will outperform individuals in almost every instance, enabling your organization to make solid decisions and adapt quickly.

6. Empower employees. As stated by John P. Kotter in his book Leading Change, “The hearts and minds of all members of the workforce are needed to cope with the fast-shifting realities of the business climate. Without sufficient empowerment, critical information about quality sits unused in workers’ minds, and energy to implement changes lies dormant.” Flatter hierarchies and less bureaucracy coupled with trust in employees and effective delegation will allow your workforce to play a critical role in effecting change.

7. Stay externally focused. Knowing your customers, anticipating their needs and giving them more than they expect is critical. Frequently monitor your customers’ changing expectations and measure their satisfaction with your products and services. Finally, make every employee an ambassador for the customer–ready to do whatever it takes to win the customer’s loyalty–and then reward employees for their efforts in this area.

8. Create short-term wins. People need to see compelling evidence that their efforts are producing desired results. To maintain momentum, celebrate short-term goals and regularly show people how changes have improved business performance.

9. Take care of your workforce. If you focus solely on the marketplace or new technologies, you will miss a vital opportunity to meet your goal. Take a personal interest in your employees’ well-being and needs. Provide development opportunities that prepare workers with the skills needed to meet the future head-on. No matter what industry you’re in, equip your employees with a strong work ethic and the skills to analyze situations, think creatively and make effective decisions.

10. Keep a positive attitude. Your attitude as a manager will determine the attitude exhibited by your employees. By remaining upbeat, positive and enthusiastic, you will motivate yourself and others. Believe in your employees’ success and they will endeavor to exceed your expectations and create smooth sailing for your business.

These are tough times and with struggling economies in the United States and Europe, now is the time to prepare for the changes that will help your department and organization be even more competitive in 2009. As you begin to implement your changes, there are some negative employees who will tell you, not all change is good change. In some instances, these employees may be right. You need to remind these employees that no improvement ever occurs without change. Go for it and make 2009 your most successful year ever.

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