Leading a 4-Step Strategic Change

According to a study, 70% of all change management programs fail. It leaves us with a very important question that why change management is so hard to carry out. What is the secret formula or ingredients which can bring in the lasting change in any organization? What organizations need to do to make most of their change initiatives or at least prevent the complete failure? How senior business leaders can create and enable a consistent and sustainable culture where change is embraced with open arms?

What is Change?
Wayne Dyer once said that “when we change the way we look at things, the things we look at – change.” The same formula can be applied to the business organizations when it comes to incorporating change in their workplace. It is also fact that employees or even business leaders do not embrace change with open arms despite the fact that it is an inevitable part of doing business.

failure-is-the-lack-of-patience-in-chnage-initiatives

A change in business might be very complex multifaceted task. In this regard, change management is the process of making individuals, teams and organizations to achieve a desired state somewhere in future. The main purpose of all the change management programs carried out by your organization should be to achieve stability and to achieve more with fewer resources while responding to the changing market dynamics. Change management is all about coping with change systematically considering the duties as well as rights of both the organization and employees.

Change Methodologies:
A lot has been written about how to bring in change in your organization to achieve sustainable success. Various well known business experts and professionals have also presented change methodologies to help you successfully implement change in your workplace and attain the set goals and targets. For instance, there is Kotter’s 8 Steps Model for Leading Change, David Garvin& Michael Roberto’s model of ‘Change through Persuasion’ and ‘Tipping PointLeadership’ model by Kim& Mauborgne.

Other famous change management models or methodologies include:

  • Hemp& Stewart’s – ‘Leading Change with the Business is Good’
  • Meyerson’s – ‘Radical Change, The Quiet Way’
  • Heifetz& Linsky’s – ‘A Survival Guide for Leaders’
  • Robert Kegan& Lisa Laskow Lahey’s – ‘The Real Reason People Won’t Change’
  • Michael Beer and Nitin Nohria’s – ‘Cracking the Code of Change’
  • Harold L Sirkin, Perry Keenan, and Alan Jackson’s – ‘The Hard Side of Change Management’
  • Michael Beer, Russell a Eisenstat, and Bert Spector’s – ‘Why Change Programs Don’t Produce Change’

Kotter's-model-for-leading-change

How to Bring about Lasting Change:
Last but not the least, you cannot change the way your organization works overnight. It is a long and tiresome process and involves a lot of phases whereas periods of ups and lows are an integral part of entire change management processes. In simple words, you will be able to introduce lasting change in your life as well as your organization if you:

  • Establish a sense of urgency
  • Create a guiding coalition
  • Develop a strong change vision
  • Communicate vision clearly to others
  • Empower broad based action
  • Generate or look for short term wins
  • Never give up or lose sight of your change management goals.

Concluding, you have to change the NORMS to compete successfully in the international market. The first step towards the change will always be painful but you have to take it if you want to survive. You have toinitiate a change in you, your immediate surrounding and beyond. However, it has to be one step at a time and you will be able to bring long lasting change in your organization as well.

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