Often when you hear the word ‘change’, one of the two things will happen:
- You tryand avoid it
- You adopt it and “carry on”
Changes needto be realistic, achievable, measurable, and be implemented in a thoughtful andpurposeful manner. If you force changewithout proper communication and planning, that’s when problems will arise. Be mindful of the concerns that staff andcolleagues may have and be open to addressing key issues that arise.
Management ofchange involves a structured approach. John Kotter (professor at Harvard andauthor) introduced his 8-step process which is one model for leading change:
Step 1: Create Urgency – needcreates motivation
Step 2: Form a Powerful Coalition –convince people that change is necessary
Step 3: Create a VisionforChange – link concepts and ideas to the overall vision
Step 4: Communicate the Vision –communicate frequently and powerfully
Step 5: Remove Obstacles – look forresistance 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 continuousimprovements
Step 8: Anchor the Changes in Corporate Culture –make the change part of the core of your culture
Each change process is unique. Itneeds to be effectively managed with open communication playing a majorrole. All this may seem daunting, butremember, you are not alone. The team ataccounted4 are here to support you to make the best business and lifedecisions.
“Comingtogetheris a beginning; keeping together is progress; working together is success.”HenryFord