“Successful companies develop a culture that keeps moving all the time” – Harvard Business School, Professor Rosabeth Moss Kantor
Everyone in the business knows that we are living in a VUCA world. Any technology in market has a maximum of 5 years life so volatility is very high. The problem of global warming and change in type of economies is causing serious impact our businesses. A shift from tangible products to intangible and incredible ideas like UBER or Facebook is placing strong demand in economy in terms of new types of human resource and on businesses of how the will respond in future.
Future Requirement for Businesses
There is less opportunity for trial and error and the maximum use of data to derive information will make it easier for organizations to respond. Therefore, the use of analytics, global presence, shared ownerships, innovation, adaptability, messaging, relevance, speed, clear purpose and service orientation in the organizations are the most needed elements for their survivals in future.
What Drives Change?
Both the internal forces whether its technology innovation or potential of growth, or external forces like political changes, mergers and acquisition, labor mobility, etc they create a strong need for change in the organizations and how businesses are managed.
Disruptors that create the need for change?
From macro large scale perspective, globalization and cultural impact is very huge on businesses and especially organization that are doing a lot of manufacturing. There is a great impact on the kind of labor forces, ideas and technology are becoming obsolete on market place, and many other such disruptions are causing us to change the way the businesses are working.
Is it worth the change?
Whatever the change the organization is planning it must start by assessing the potential gain and cause. It must analyze what will it look like if you do/do not make the change and project it for next 5 years. If there is a big difference then the question comes ‘why’.
How to Manage Change?
Businesses have wrestled with this problem since ages; change sometimes cost them rather improving their situation. Businesses must change quickly; it should start by looking at whom change will impact the most especially at the individual level. The management must consider what the individuals will be doing, saying, thinking and feeling. If the management team can address these question asked by every organization’s individuals it will be able to overcome many obstacles that the change process will present. Second thing is to look at the organizational processes that will be affected most by the change.
How to Manage Misconceptions?
Small businesses change with the misconception that technology will do the trick but they overlook the most important component: the human, because human component is the thing where changes survive/die. Sometimes we believe that change is fast and easy but forget that whether organization is keeping up the pace. The last misconception is that leaders don’t need to be involved with day to day process, but actually they need to be connected and manage the change process.
What is Coaching and how it Helps?
“Coaching helps create a motivational drive in company employees.”
Building coaching culture will give companies the power to change. There are many definitions of coaching; it is a partnership to produce deeper learning and awareness to determine targeted action that could be taken for agreed upon results. In this process you will get involved in deep reflection, stretching of abilities, shift in perceptions all generating forward actions and powerful results towards common goals.
When we have employees engaged in problem solving process and solutions they are going to have ownership of those decisions. To coach for certain outcomes we need to look at some adjustments that we can made in the abilities of employees for effective change to take place through coaching and understanding their individual characteristics and behaviors that build their abilities.
Coaching can help employees to understand why the change is needed, what impact it would have and how they can personally align change with organization mission and actually assist in the change.
Management needs to sit back and assess what is driving the resistance and really take time and listen to what our employees are thinking and why they are resistant to change and then the management can alter some strategies to shift employees from resistor to someone who is ready to move forward.
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