To be competitive in today’s marketplace, organisations must change, adapt and evolve to meet local and global expectations. Resistance to change will impact on growth and effectiveness and reduce an organisation’s competitive ability.
Yet given all this, the vast majority of change management initiatives fail to produce the desired outcomes. This is because change management is a complex process. We have found that addressing the following elements increases the effectiveness of change management initiatives.
- Unity - align the team or organisation to the overarching purpose. This creates unity within and between members. Where there is a lack of unity, there will always be someone attempting to “derail” the change process.
- Trust - build the trust of those involved in the change process by being transparent with motives and outcomes.
- Engage - generate buy-in within those involved in the change management process by seeking their opinion, hearing their concerns and including their view points.
- Unpack the “road blocks” - seek to understand potential “road blocks” to the change initiative and be proactive about addressing them. Asking: “What has stopped this from being done or being successful in the past?” can be useful.
- Facilitate a paradigm shift - for change to occur, the way members think about the challenge or situation needs to evolve. In other words, there needs to be a shift in awareness before a new approach can be implemented sustainably.
- Leverage the new paradigm - use the new way of thinking to inform how the change initiative is implemented. For example, if the new paradigm is to be more collaborative, ensure collaboration is emphasised in how the change process is carried out.
True North Learning’s Change Management programs are part of a suite of programs designed to create High Performance Workplaces (HPWs) by working with the Cultural Alignment of an organisation.
True North Learning assists organisations and teams to:
- Use the above principles to design, plan and execute effective change management initiatives;
- Plan and design change management programs that are aligned to the purpose and goals of the organisation;
- Facilitate the roll-out of programs to build stakeholder buy-in;
- Understand and manage resistance to change; and
- Gain objective measurements of the effectiveness of change initiatives via pre- and post-implementation assessments.