The greatest danger in times of turbulence is not the turbulence – it is to act with yesterday’s logic.Peter Drucker
It’s never an easy task to implement change within any organization. As a leader of change there are a number of factors you’ve got to take into account, including:
- Cultural differences
- Internal politics
- Organizational structure
These are just some and not all the key considerations by the way. Through the content I share my goal is to provide those responsible for leading and managing change with an understanding of all these elements and what you need to do in order to utilize them for effectively implementing change.
Changing an organization requires a truly collaborative effort. It’is important to know how to include others in the decision-making process, even if you’re the final authority.
You’ve got to be able to determine who needs to be involved in the adoption process.
Following the identification of the people that are often referred to as “Change Champions” and other influencers (no, not that type of influencer!), you need to determine three key things:
- Their motivations
- Their personalities
- Their responses
Consider their perspective and what they’re concerned about.
Adapting to change may be a challenge for some team members (employees), as they’re already accustomed to working under a specific system … and some of them have LARGE egos.
If you want to make enemies, try to change something
Every organization has its own formal and informal networks, and as a leader of change, if you’re going to succeed, you should be able to move between both smoothly irrespective of your official job title.
Having said that, there are also times when you should delegate some of your change management leadership responsibilities and provide support from a distance.