Sun 8 Apr 2012
We continue to be pleased to see employers recognize that they must change, not just now but always to be competitive, as the world, their customers , and competitors are changing. As with many other things, that recognition is the first step, and an important one at that. However, they need to then analyze how they want to change, and determine the steps necessary to do so. Even that is not enough.
We do know that organizations are made up of a group of people. People resist changes, and the organization resists change.
Ego-if I have to change, I must have been wrong and maybe wrong for a long time. Alternatively, if I am proposing a change, I must be really smart. I see opportunities coming, and am supporting our growth
Fear-fear of the unknown often paralyzes us. The confounding issue here is, the less you do and the less you take charge, the more unknowns there will be. Rather than do nothing, make your best plan and control what you are able to control.
Conflict-going first is often not easy, especially if it is a big change, or an attempt to change culture. This is difficult, but an opportunity to use your skills of persuasion and influence. Identify those with strong skills in these areas and get them onto your side. Once the rock you drop in the water gets big enough there will be a strong ripple effect that will push the naysayers out or get them to come along for the ride.
Lack of Direction-this related to fear. It is hard to plan if you do not know where you are heading. With lack of direction, you are just treading water, not moving forward. It is incumbent on leaders of organizations to clearly set and communicate the direction of the organization.
We have said it before, change will happen, embrace it and find your opportunities!