How To Bring About change

Transforming an enterprise from an organization orientation to a process centric is a difficult culture change. It requires a major change in the way the organization is managed.

Change is not easy. Everyone is for change. The problem is everyone should change except me. Why do I need to change? I have proved that this is the right way to do things.

Change is not a simple process. It requires a lot of thought, a well developed plan, a sophisticated approach, discipline, emotional intelligence and unfaltering leadership. Different people react differently to change. Expectations would need to be managed realistically. Fear of the unknown, untried, untested way is natural but needs to be overcome.

Here are 10 rules that should be used to guide your change process:

1. The organization must believe that change is important and valuable to its future.
2. There has to be a vision that paints a picture of the desired future state that everyone sees and understands.
3. Existing and potential barriers must be identified and removed.
4. The total organization must be behind the strategy to achieve the vision.
5. The leaders of the organization need to model the process and set an example.
6. Training should be provided for the required new skills.
7. Measurement systems should be established so that results can be quantified.
8. Continuous feedback should be provided to everyone.
9. Coaching must be provided to correct undesired behaviour.
10. Recognition and reward systems must be established to effectively reinforce desired behaviour.

Change is crucial for a company’s survival but many companies resist change until it is forced upon them. In a research done by McKinsey & Co., it noted that the leaders of companies in crisis are often in a better position to achieve a true transformation. Why? The survival of the firm is at stake.

Change is an inevitable part of life and business. Don’t wait till it is too late. Help your people embrace rather than resist it.

If you like this article, please subscribe to our blog and get our Free Report on “10 Secrets to Successful Employee Engagement”. If you have comments, we would love to hear. Please post them below.

How To Make That Paradigm Shift

Top executives must switch from a know-it-all culture to one where it is okay for them to learn from empowered employees at the lowest ranks and from the outside.

One of the key reasons for Japan’s huge success in continuous improvement, or kaizen, is that management looks for positive ways to acknowledge progress, not negative ways to punish people for not meeting goals. Unlike traditional leadership whose attitude is “We’re here because we know it all. That is why we get paid big bucks”, Japanese quality service leaders do not know all the right answers; they know all the right questions. These leaders, including their CEOs, go to conferences, seminars and workshops with a hunger to learn about best management practices.

For a quality service culture to succeed, management’s attitude must make that paradigm shift from the old to the new. The following list suggests where leadership attitudes must change.

OLD ATTITUDE	NEW ATTITUDE
Negative, reactive culture Employees are expendable Defects are unavoidable Attitude is “we fixed that” Blame on individual Management is boss; customer is peon Management has the right answers Focus is on what is said Focus on recruiting and sales Power is in manipulation Highly competitive	Positive, proactive culture Everyone is a winner Aim for perfection Continuous improvement is religion – kaizen Blame on system Customer is boss; manager as facilitator Management has the right questions Focus is on what is done Focus on retaining and training Power is in success of company Highly cooperative and competitive

If you like this article, please subscribe to our blog and get our Free Report on “10 Secrets to Successful Employee Engagement”. If you have comments, we would love to hear. Please post them below.

Launching Of Site

This is the sample posting to be shown in the announcement section of the blogsite. This section can be the event announcement, updates of news and etc…

« Previous Page