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How to Build a Change-Ready Organisation
Change is an inevitable process, but not everyone — either on an individual basis or as an organisation — can successfully navigate through the maze of the transformation process and the turbulent waves that it creates. The modern paradox presents our perceived “unified” world versus our divergent realities — two concepts that must be reconciled while an entity is undergoing change of any magnitude. While “oneness” is a concept that can be uplifting and positive, the truth is that we all are unique — and that includes organisations. And being unique, each one has a special journey into transformation, along with personal agendas.
Consequently, leadership needs to understand the dynamics of change so that everyone can thrive and benefit from the desired change, and weather its ups and downs. A crucial first step is to identify and clearly communicate the need to implement such change to build support for the adjustments to come. This support is particularly important to obtain from the people who will experience the impact of the changes. Thus, presented with a workable strategy to achieve the stated goal, the workforce is hopefully more willing to cooperate with management to undergo the transformation and successfully reach the end of the journey. By considering the following points, leadership can help minimise the anticipated feelings of uncertainty.
