Shorter Cycles of Change – Curse or Opportunity?
Are you experiencing shorter change cycles, where there is a pressure to realize the benefits associated with your organizational change programs quicker than before? If so, you are not alone. Technology is changing faster than organizations could absorb, adding to the age-old problem of change integration that would benefit organizations from technology investments. With the changing pace of technological innovation, there is an urgent need to reap the benefits of one technology before getting supplanted by another.
In this context, how can we establish the resilience, mindset, and capacity to engage with and embrace organizational change constructively? This will be a significant factor to any organization’s ability to excel despite challenging global and local market conditions.
We feel that there is a permanent need for incorporating change in leadership as part of organizational change management skills and create a strong foundation that builds the attitude and resilience to embrace and deliver change.
Continuous Change made Easy
One of the characteristics of high-performing teams is taking ownership of reviewing and refining the ways of the operation. Incorporating this mindset into organizational change management helps to identify and respond to opportunities and challenges.
This is an easy statement to make and way harder to implement.
We have seen organizations that include change management as part of their daily management skillset benefit from accelerated change adoption. Integrating ‘managing organizational change’ into the learning and development catalog across the organization, and aligning this to the rewarding process, is a critical formula for success. Such companies take a structured approach to review and refine operations, which is closely aligned to their organizational goals.
People will adapt to change when there are logical reasons for doing so with the right support and infrastructure. Investing time and effort into creating and sustaining these frameworks as part of the ‘business as usual’ approach will provide a valuable tool for agility and resilience to change with time. Eventually, the teams using these frameworks will tweak and refine ways of working on a regular basis and incorporate change. This means that when the next change is required, there is a team and infrastructure ready to get involved and engaged with the initiative.
Adopting change does not have to be hard. Building commitment towards adopting the change is harder, and it is one of the most critical success factors to deliver the change outcomes. By making ‘change’ part of the standard way of working, we reduce the amount of effort required for traditional technology transformation/change programs.
Technology and People
Technology will remain a critical enabler for organizational transformation. Ultimately, it is the combination of people using technology that will achieve the required business outcomes.
Therefore, to reap the benefits of continuously evolving (and improving) technology, we need to find ways to make technology implementation easy in the way we perform our roles. Consider, how we don’t think twice about using the cloud for personal use. The changes have been made so simple for the end user that there is no need to provide lots of training. If our work-based technology can operate in a similar way, organizations can use the time and investment in their people and the way technology is used to stay ahead of their competition. Supplementing this with infrastructure and mindset to enable agility and resilience to change, will strengthen an organization’s ability to respond to ongoing changes in the market, including technology.