Some people get really excited about change. I am a bit more cautious and tempered – maybe I’m just too lazy to be bothered with all the hard work that goes with it. However, change is really a constant in today’s environment, and while never easy, does need attention.
McKinsey & Company recently published an excellent article by Tessa Basford and Bill Schaninger (read it here) that identifies the four key factors that successful transformations were built upon. In summary form, these factors are:
1. Fostering understanding and conviction
- That is, congruence between beliefs and practices
- People often wrongly assume everyone understands the “why” of the change
- It’s important to develop a change story to be told
2. Reinforcing changes through formal mechanisms
- Remembering that association and consequences shape behaviours
- There is a need to align reward with desired behaviours
- Collaboration and purpose are more valued by employees than compensation
3. Developing talent and skills
- Old dogs can learn new tricks
- Some people don’t realise that they need to learn new skills
- But people who believe developing new skills won’t change a situation are more likely to be disengaged
4. Role-modelling
- People mimic (consciously and unconsciously) individuals and groups who surround them
- Key opinion leaders exert more influence than CEO’s
When (not if) your organisation undergoes change, just remember that successful transformations use these four building blocks. Are you ready for change?
The Avondale Business School can help you with change management in your organisation – find out how by contacting Warrick Long at the Avondale Business School.
P: 02 4980 2168