The Tribune

At the start of each year, many people go into reflection mode and plan for a more productive season. As much as we all want greater returns on our input, we are still challenged in making the necessary changes required to realise those returns.

‘Change management’, as a term, is not new to our corporate language. Businesses understand the need for change in a fast-paced and highly competitive environment, but to execute that change is sometimes difficult to achieve. Change management often requires challenging a company culture that has become deeply rooted into the psyche of its employees over many years.

Our suggestions today provide key steps for business leaders in making the change required for a successful 2017.

1 Become, as a leader, the change you want to see in your company. Lead by example and deliberately say to your team: ‘Do as I do’.

The senior executive must also make it his or her business to ensure that all other leaders (managers and supervisors) are held accountable to the same standards. Start at the top and work from the premise ‘to whom much is given, much is required’.

2 Involve every layer of the business in every aspect of its operations. People are prepared and willing to embrace change when they are kept in the loop. When it is viewed as something being imposed or forced, it is typically met with some level of resistance.

3 Do not separate the rational from the emotional in the changes you make as a leader. These arguments must be presented together, and employees must be brought into and won over by appeal to both the heart and the head.

4 Engage, engage, engage. Communication is critical to effecting change. Employees must hear with clarity what the new order and way of being is. Use as many mediums as possible to bring home the message.

5 Think unconventionally and force others around you to do the same. Make your teams comfortable with using terms such as ‘out of the box’, ‘stretch’ and ‘unique’. Remember that safe and familiar is also quite comfortable. People will need the extra push to try and think through new solutions to problems.

6 Periodically assess and measure how well team members have adapted to the changes made. Six months after making a major change, you might find that a few persons still need help in accepting and embracing what has occurred. The ‘who moved my cheese’ culture exists in many workplaces, and a reminder that there is new - and better - cheese to be had is one that even your best employee needs to hear from time to time.

Enjoy great success in 2017, as you forge ahead with the positive changes you need to succeed.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.