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Change can be a good thing!

By Karen Carroll

Often when you hear the word ‘change’, one of the two things will happen:
  1. You try and avoid it 
  2. You adopt it and “carry on” 
We are often resistant to change and yet change itself is constant.  Although it is sometimes better to stay within your comfort zones, by looking outside the square you welcome opportunities to learn and grow.  However, there needs to be a plan for change in any organisational structure because “if you fail to plan – you plan to fail!”

Changes need to be realistic, achievable, measurable, and be implemented in a thoughtful and purposeful manner.  If you force change without proper communication and planning, that’s when problems will arise.   Be mindful of the concerns that staff and colleagues may have and be open to addressing key issues that arise.

Management of change involves a structured approach. John Kotter (professor at Harvard and author) introduced his 8-step process which is one model for leading change:
Step 1: Create Urgency – need creates motivation
Step 2: Form a Powerful Coalition – convince people that change is necessary
Step 3: Create a Vision for Change – link concepts and ideas to the overall vision
Step 4: Communicate the Vision – communicate frequently and powerfully
Step 5: Remove Obstacles – look for resistance and barriers and address them
Step 6: Create Short-Term Wins – create smaller targets to get that taste of victory
Step 7:  Build on the Change – look for continuous improvements
Step 8:  Anchor the Changes in Corporate Culture – make the change part of the core of your culture

Each change process is unique. It needs to be effectively managed with open communication playing a major role.  All this may seem daunting, but remember, you are not alone.  The team at accounted4 are here to support you to make the best business and life decisions.

“Coming together is a beginning; keeping together is progress; working together is success.” Henry Ford