Four Ways to Prepare For the Change Curve

HR Tech Outlook | Tuesday, November 05, 2019

FREMONT, CA: The business structure is taking a paradigm shift from the age-old hierarchical model of the corporate framework. One of the crucial drivers that successful organizations have adopted is their ability to manage change and position themselves to capitalize on prospects effectively. Effective organizations are characterized by cultures that are flexible, participative and innovative. As technology is moving at a rapid pace, it is giving rise to flatter business models that can move from one business strategy to another with minimal loss of value.

Organizations have to evolve with the technologies and embrace the changes. One can achieve it either through hiring the right talent who are willing to bring the change or set the environment that facilitates that change. Let’s explore the four ways in which an organization can stay ahead of their competitors.

1. Change is the new constant

Organizations are not always ready for the changes. Just because they are introducing a new policy or a significant initiative that can transform the way it does business doesn’t mean that they can abandon the existing practices. For instance, some organizations faced problems as their site grew. This is because they had set their sights on large advertisers and those goals conflicted with the user experience after which the leadership team had to plan new strategies to steer the company back to its basics of delivering high-quality experience while also incorporating financial strategy that will bring in the monetary growth.

2. Critical Management Elements

Organizations tend to neglect the significant change elements. These can lead to rising costs and delayed implementation. Even the best initiative can fall prey to the commitment dip and return to their regular duties and lose focus and the zeal of working towards the change. Organizations must prioritize and coordinate across the organization and focus on behaviors that need to change, and not just the goals. They must be realistic about the deadlines and due dates.

3. Involve Team Members in the Discussion Process

Favoring a top-down change on the people in an organization will affect the business. It is not mandatory to involve employees in every aspect of a change initiative, but their concerns and feedbacks are a must in the process. Therefore the company must consider working hands in hands with the fellow employees for effective leadership.

4. Lead by Example

It becomes essential for top-performing companies to understand that people will not trust or follow the same values and support the same priorities of others; it becomes significant to set an example for behavior and performance which will build credibility and make it easier for leaders to convince employees to implement much-needed changes. In this manner, the highly-visible leader finds it easier to keep people inspired and engaged in their work; it also builds trust among their teams more effectively and promotes better collaboration.

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