Corporate Change Is Personal
Make no mistake, all corporate change is personal. It doesn’t matter whether the change benefits the company or what it promises to deliver. For anyone affected by the new ways of doing things, corporate change is personal.
Tips from The Field to Better Manage Change
When executives in charge of change begin to accept that change is personal, they will be far more successful in implementing their desired changes.
In our experience, change occurs far more easily within small social systems made up of personal relationships than within a large organization that is viewed and treated by corporate leaders as one dimensional.
Ensuing discussions can yield all sorts of innovative ideas on how to accomplish the objectives.
If, for instance, you as leader have determined that the manufacturing process needs to be streamlined in order to save money and stay profitable, bring your manufacturing teams together and ask them, “How can we save the company money?”
They will quickly transform the purpose of change into ways they can improve their manufacturing process. They own the change and are engaged change participants in the process rather than prisoners of the system.
If you select and support the right ones, they can deliver the change message more effectively than what comes from the executive suite and can also listen to what is being said by their co-workers. They can be powerful allies in the change process.
The Bottom Line
Organizational change does not always need to be painful and difficult. With an understanding that change is personal and best accomplished through small subcultures, you can overcome natural resistance to change through active involvement. Are you tackling the challenge of corporate change too broadly?
To learn more about how to better lead organizational change, download The 5 Science-Backed Lenses of Change that Leaders Must Pay Attention To
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