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Welcome to this month's edition of
The Quest for Workplace Excellence (on-line
edition.)
Great leaders know that to remain successful, it is critical to
take the lead on change efforts. Success depends on their
ability to engage the entire workforce in the change process.
They define what the future will look like, realign goals and
systems with that vision, and inspire employees to make
necessary changes.
Last month, we gave you
some great insights about what to expect from your employees
when you announce a significant organizational change. This
month, we share tips on how to be a dynamic leader
through the change effort.
Strive for excellence, not perfection,
Peter B. Stark
and Jane S.
Flaherty
Leading Organizational
Change
- Create your vision and communicate
it
A clear vision of the future and the changes that need to be
made is instrumental to directing employee work, aligning it
with the change effort, and inspiring action. Share your
vision and give employees an opportunity to provide their
input. Be a careful listener. Establish goals and gain
commitment from every employee about actions they will
personally take to enact change. During periods of rapid
organizational change, over-communicate.
- Involve employees in the change
process
Employees are not so much against change as they are
against being changed. Get employees' opinions
and reactions to the proposed change. Solicit their ideas and
recommendations for actions. The front line workforce is often
the first to see a need for change and they possess valuable
ideas. Use their input to help you sell the need for change to
other employees. And, don’t leave out your “naysayers.”
Get your most resistant people involved up front so
you know what the roadblocks are and what strategies will work
to implement the change. When people are involved, they have a
better understanding of why the change needs to be made, and
they usually become less resistant to innovation.
- Foster a sense of urgency
A high level of urgency moves people through the transition
process more quickly. As a result, employees commit to changes
in a shorter period of time and take action to affect the
change. A higher rate of urgency does not mean putting
your organization in a chronic state of panic. A sense
of urgency generates a culture in which people are always
looking for opportunities to improve, surpass their
competitors, and exceed customer expectations.
- Remove roadblocks
Even when employees commit to the vision, best efforts to
affect change can be stymied by roadblocks, whether real or
perceived. Work with your employees to gain an understanding
of their concerns and any obstacles they anticipate might
hinder their ability to fully change. Outline a plan to remove
the obstacles. Then get out of the way and watch
your employees use their talents to create success for your
business.
- Promote teamwork
With an accelerated pace of change, individuals will not have
the time or expertise to single-handedly assimilate all the
information and comprehend 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
more quickly. Promote, recognize and reward team efforts.
- Empower employees
Flatten hierarchies, eliminate cumbersome bureaucracy, and
demonstrate your openness to creativity and innovation.
Encourage employees to think creatively and contribute
solutions to challenges. Supporting their efforts not
only helps speed up the change process, it builds trust with
employees who see their leader as having the confidence to
give them the autonomy they need to complete their jobs.
- Keep a positive attitude
Change can be stressful and confusing. By remaining
upbeat, positive, and enthusiastic you will motivate yourself
and others. During times of transition, recognize your
employees for their extra effort. Believe in your employees’
success and they will endeavor to exceed your expectations and
create positive outcomes for your business.
- Create short-term wins
Short-term wins help maintain momentum. People need to see
compelling evidence that their efforts are producing desired
results. Celebrate accomplishment of short-term goals
and regularly show people specifically how the changes
have increased business performance.
- Take care of your workforce
Employees are the critical link in every organization’s
success. Take a personal interest in your employees’
well-being and needs. Create an environment that
optimizes their ability to perform. Provide
development opportunities that prepare workers with the skills
needed to meet the future head on.
- Demonstrate unwavering commitment
Keep your vision and the reason for making the
change at the forefront of everyone’s mind. Use your vision to
plot your course and hold fast to it. Repeat the vision
often and express your commitment even when challenges arise.
You cannot waver or the change will never become a reality.
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