6 Conditions for Successful Organizational Change

A cartoon. One businessman says to another, "Don't be silly. the staff loves that we brought in a change management consultant." And above them two employees are ready to pour boiling oil on the consultant.

Change management consulting experts know that organizational change hurts. It doesn’t come easy. Successful change takes hard work over the long term. That’s why many employees resist change and sometimes even resent the leaders of change as in the cartoon above.

The first step in effecting organizational change successfully is to recognize that it will take consistent effort and full commitment. Whatever change you envision, it must be worth it. It should make enough of a positive difference in your business results to warrant the time and energy it will take from the entire company.

Once you have decided that change is necessary for growth, required to withstand the competition or maybe even paramount for survival, then be sure you are willing to put the following change management consulting conditions in place.

  1. Determination to change
    As a top executive, you need to be more than willing to change…you must be fully committed to it. This means not only overseeing changes in the people around you but also working to change yourself.
  2. Clarity of vision
    The proposed change must be clearly and simply stated so that all employees can picture it, understand and embrace it. They need to know what will be involved and why it is imperative. Paint the picture of how the change will benefit not only the company’s bottom line but also the employees who must implement it.
  3. Consistent communication
    Communicating organizational change requires a consistent and compelling message, frequent reiteration and an openness to answer questions honestly and provide support for those who will be affected. A one-time announcement or marketing banners will not work. Listen to and answer objections, deal with the “what-ifs,” and go slow but steady. Have two-way discussions, not one-way communications.
  4. Gather advocates, team by team
    Help your change team leaders work with their small groups to influence them one-by-one and gain their commitment. Help them address their team’s questions with direct answers…what is required of each individual team member and why it matters.
  5. Coach for desired behaviors
    Keep close to your employees and encourage the behaviors that lead successfully to the desired change. Role-model, recognize and reward them. Trying to break old work habits and operate differently can be frustrating. Acknowledge the pain but appreciate the efforts and success.
  6. Stay on track
    Don’t let up your guard. It’s too easy to slip backward into more comfortable work routines. Keep focused on the goal as the “new” behaviors become the “normal” behaviors.

Read About How to Successfully Recognize and Reward Organizational Change

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