Don't Let Change Cripple Your Company

When I hear these kinds of statements in the workplace, I want to scream! Now more than ever, with the growing economy, changing technology, and expanding global communication capabilities, we can't do business as we used to-and the past can be closerthan a year ago! Here are some tips to help organizations and their people move forward without getting held back by the old excuses:

Be clear on what the change will accomplish. Will the change boost productivity, broaden distribution links, add to the bottom line, or strengthen relationships with clients? Change should not be made for its own sake. To increase his profits, productivity, and marketing position, one of my clients decreased his focus on smaller income-producing business and devoted more effort to targeted, larger accounts. The transition wasn't easy for the salespeople-at first, all they saw was the evaporation of a portion of their income. Instead, by researching new, larger accounts in depth and creating new sales and marketing strategies, the organization moved through the change confidently and purposefully.

Bosses must not send mixed signals. One of my clients desperately wants his salespeople to use PowerPoint™ and Excel™ to make presentations and invested in computer classes for the employees. A couple of the salespeople just won't make the change, and they're getting away with working the inefficient, old-fashioned way. Not only is productivity being lost, morale is suffering. What might seem like a small accommodation actually undermines the strength and teamwork of the organization. Managers must clearly and definitely communicate the need for all employees to make the shift, and then follow through to be sure they've done so.

Examine the reasons for resistance. Why do people really resist change? In working with my clients, I've seen a variety of reasons why people fear change. Past job experiences, insufficient skills to do the new job, uncertainty about expectations, and lack of self-confidence are just a few. The client whose salespeople are reluctant to use the new software should speak with each individual to learn why. Together they need to create an action plan for the person to adjust to the change. As the work world changes, people need to accept responsibility for their own personal skills development.

Keep communication lines open. Monitor the change process to keep on top of what's working and what needs to be modified. Feedback from management and communication with the team members is crucial to keeping the process moving ahead. Hold frequent, brief meetings to exchange ideas and increase mutual support.

Keep your sense of humor. A client of mine created and distributed a 'buster' button with 'That's the way we've always done it' circled in red with a red line running diagonally through it. Everybody in the organization wears one-it's a constant, light-hearted reminder that things are changing.