Photo courtesy of Bill Fairs – Unsplash
I love it when I have learned new skills and I get to put them into action. It’s like having new ‘toys’ and getting a chance to play with them…
Whether it be a skill I have developed, a role I have mastered, or a new piece of software I have learned; the fun part is actually bringing it to life. This opportunity most often involves some kind of change.
When we feel prepared emotionally, intellectually, and skillfully, we become more excited at the prospect of change. In the workplace, this translates to having and embracing the opportunity to use our new skills, to create new outcomes. To feeling and being motivated beyond the ‘every day.
Imagine working in a team where everyone is mindfully thinking about how we could be saving time, improving productivity, creating better outcomes for our customers/clients. Not just responding to change, but proactively generating it … in a systematic and thoughtful way.
Obviously, there is the need for clarity of purpose and alignment of goals, but wow, with the combined energy of everyone in your team working toward a future that you are co-designing, it could really be a thriving and fulfilling place to work.
Some of the best organisations I have worked in were the ones that were ever changing. Not just for the sake of changing, but with the intention of improving the quality and speed of service, the uniqueness of our product/service, cost saving and research and development for new opportunities. The exciting thing for me was that I was learning and growing in alignment with the growth and opportunity of the business. It was win-win for the business and me, and they still stand out as some of my favourite years.
So, what were the keys to successful change for those businesses?
At the highest level, it was the attitude and approach of leadership. They cultivated a culture that was curious, and open to change and they role modelled the behaviour. I still recall the conversations where a healthy exchange of different viewpoints was considered before the points were calibrated and the final decision made on the way forward. Having said that, the ‘final decision’ was also something that would be refined as further information and/or learning came to light. There was demonstrated respect, and healthy self-ego’s that were comfortable to concede a point when required.
Functionally, for any change to be effectively introduced we must consider three pillars… Systems, processes and behaviours. Successful change organisations ensure there is:
a suitable operating ‘system’ to physically enable the new approach (eg You can’t work from home unless you can access your organisation’s server);
clear processes to support the consistent method and/or approach; and
behaviours or habits to be instilled in your people (so they follow the processes and use the systems as intended).
Finally, as individuals and teams, we were used to changing. Our change muscles were strengthened from regular use and we weren’t caught by surprise as change was a part of how we worked.
Whether consciously or unconsciously, successful change organisations use a process like Prosci’s ADKAR Model to provide a structured approach to support and engage employees, and create organisational change.
Growth and Change - A combination for success
When we actively invest in a balance of growth and change, we and our team are better prepared.
Preparedness for change means it becomes more of an adventure rather than a “step into an abyss”.
When it feels like an adventure, we are more inclined to be motivated by the opportunity to be a part of change rather than resist it.
Bring your people on your adventure. Invest in developing the skills, create opportunities for them to apply them, and embrace the possibility of change with curiosity rather than control. See how you, your team and your business can grow and change together.
Reach out if you would like support to step into growth and change with confidence.
Keep well,
Vicki
My business is helping you with yours…
If you would like further information or to arrange some support in building this skill please don’t hesitate to contact me. I look forward to helping you build your success your way.
Yours in success,
Vicki
