A Survey of the Generative AI Technology Landscape
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Read MoreFive key steps to successful change
Let’s face it, change is neither easy nor fun. It’s work and takes a ton of energy and commitment to succeed. Change is disruptive to the status quo, and when leaders dismiss its impacts with statements like ‘It’s just business,’ it becomes personal. Most change-related initiatives affect the entire organization and take employees who are used to doing their work a certain way out of their comfort zone.
To execute effective change enablement leadership must guide employees through the process while encouraging them to go to their discomfort zone, where innovation, inspiration, and personal growth thrive. Leadership must also understand that some people will move past this space into the panic zone, where fear and uncertainty reside. If they do, they may shut down or even disrupt or undermine the success of the project.
In addition to the many system or process changes associated with a business transformation, there are impacts to how people perceive their contribution within their job and the broader organization. Their job functions, tasks, and responsibilities may change. They may need new and specialized training; they can feel inadequate and fear their ‘old’ skills will render them obsolete. In fact, the vast majority of business transformation failures are due to leaders ignoring the impacts of change on their staff.
So, let’s say you have taken the necessary steps to engage team members from the onset. You have solicited feedback for issues, opportunities, and threats relative to the project, and you have provided comprehensive communications and planned well for deployment. Yet despite your best efforts and investments you still have pockets of resistance. There are and will be people who still want things to stay the same and question the value or need to change. They think, ‘Hey, if it ain’t broke why fix it?’
What do you do? Here are five key steps leadership and project teams can take to address these issues.
I hope you find this advice helpful. When using it remember that business transformation projects are a big deal and a necessary part of a company’s growth strategy. To be a viable competitor a company has to embrace and manage change. Instilling a culture of continuous improvement and change is a driving force to ongoing success. It is a core competency of leadership. It will take time and effort, but if managed effectively it will be worth it when productivity, morale, and profits begin to grow.
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