What was true more than 2,000 years ago is just as true today. We live in a world where “business as usual” is change. New initiatives, project-based working, technology improvements, staying ahead of the competition – these things come together to drive ongoing changes to the way we work.
Traditional change management has been around for decades, but is the same old approach really enough to make a difference? More than 70 percent of major change efforts fail. Solutions Worldwide’s approach helps clients overcome the odds by predicting, measuring and managing the risk associated with change from day one.
The result: unparalleled support from strategy to implementation that delivers sustained results.
Whether you’re considering a small change to one or two processes, or a system wide change to an organization, it’s common to feel uneasy and intimidated by the scale of the challenge.
You know that the change needs to happen, but you don’t really know how to go about delivering it. Where do you start? Whom do you involve? How do you see it through to the end?
There are many theories about how to “do” change. But how do you decide what the right approach is for your organisation. Solutions Worldwide supports you with this at all stages of the change management process:
1. CREATE URGENCY
For change to happen, it helps if the whole company really wants it. Solutions Worldwide supports to spark a sense of urgency around the need for change. This may help you spark the initial motivation to get things moving.
2. FORMING A POWERFUL COALITION
Convince people that change is necessary. This often takes strong leadership and visible support from key people within your organization. Managing change isn’t enough – you have to lead it.
3. CREATING A VISION FOR CHANGE
A clear vision can help everyone understand why you’re asking them to do something. When people see for themselves what you’re trying to achieve, then the directives they’re given tend to make more sense.
4. COMMUNICATE THE VISION
It is not only important to create a vision, but communication it to every level of the organisation is equally important but not as easy. Solutions Worldwide understands this and we support you to ensure the vision is communicated frequently and powerfully throughout the change process.
5. REMOVING OBSTACLES
The first fours steps will form the base to plan and implement the necessary changes. But is anyone resisting the change? And are there processes or structures that are getting in its way? We help you to put in place the structure for change, and continually check for barriers to it. Removing obstacles can empower the people you need to execute your vision, and it can help the change move forward.
6. CREATING SHORT-TERM WINS
Nothing motivates more than success. That is why we don’t only look at long-term goals, but also quick wins that are visible to the whole organisation. Each small “win” that is produced will further motivate the entire staff.
7. BUILD ON THE CHANGE
Many change projects fail because victory is declared too early. Real change runs deep. Quick wins are only the beginning of what needs to be done to achieve long-term change. Launching one new product using a new system is great. But if you can launch 10 products, that means the new system is working. To reach that 10th success, you need to keep looking for improvements. Each success provides an opportunity to build on what went right and identify what you can improve.
8. ANCHOR THE CHANGES
Finally, to make any change stick, it should become part of the core of the organization. The corporate culture often determines what gets done, so the values behind the vision must show in day-to-day work.
It’s also important that your company’s leaders continue to support the change. This includes existing staff and new leaders who are brought in. If you lose the support of these people, you might end up back where you started.
Therefore Solutions Worldwide advise to include key players in the change process who can later on be “the guardian” of the implemented changes.