Changing how a whole organization functions and performs will take a lot of focus; it’s not something that can be cast aside in the hopes that it will come together on its own. If you truly want your company to stay competitive and adapt to the times, you’ll have to lead the battle at the forefront of these changes.
Take, for instance, how Seah Moon Ming stepped down from his post as CEO of Pavilion Energy to prioritize solving the problems that plagued SMRT, Singapore’s leading public transport provider. After stepping down, the SMRT Chairman managed to focus all his attention on making sure that their company can provide only the best service to the people of Singapore.
That’s how much it takes to implement organizational change. Of course, it will still depend on what you’re trying to change in the system you have in place, but you can assume that you’ll have to make sacrifices along the way. Nothing worth having ever comes easy; so, you have to give it your all.
Fortunately, you don’t have to do everything on your own. After all, you have an entire organization to back you up. Acknowledging the need for change is one thing, but implementing these changes is an entirely different matter. That’s why you need actionable steps which you can follow to manage the changes you’re going to implement. Here’s how you can do it:
Step 1: Set Goals Appropriately
Goal-setting is necessary if you want to see good outcomes after exerting effort into changing how the organization functions. This is because you can’t just dive headfirst into the unknown without so much as a guide to light up your way. If you want to be able to recount your steps once you’ve reached your destination, you’ll need to set goals and milestones.
That’s why you need to plan appropriately. Before you start making any big changes, consider taking a step back to see what changes must be done. The question is, why it’s necessary to implement changes and what you hope to achieve at the end of it all. This way, the goals you set will be able to keep you on the right track moving forward.
Step 2: Open Communication
You must understand that once you begin implementing change, there might be a few hurdles along the way. Don’t expect that everyone in your organization will embrace the changes wholeheartedly because they might show resistance. Rather than commanding the organization with an iron fist, consider opting to practice open communication.
By taking the time to explain why you think the changes are needed, your employees might be more amenable to your plans. You must also allow them to raise their concerns and offer their insights to make your implementation easier for everyone. So, choose to openly communicate with your organization because that can be better for your company’s bottom line.
Step 3: Continuous Development
After you’ve set your business goals and communicated the plans to your organization, the next step will be to put your words into action. For instance, if you want to streamline your operational processes and upgrade everything to become more efficient, you would have to invest in the right tools to make this happen.
Development can also come in the form of providing the necessary training for your employees, so they can upskill and improve their overall performance. By allocating resources to continuous development, you can ensure that you’re putting in the work to achieve your goals right on schedule.
Step 4: Performance Tracking
Once all the organizational changes have been implemented, the only thing left to do would be to constantly track the performance of your employees and measure the effectiveness of the changes. That is how you can gauge whether the changes you implemented are worth continuing or if you need to take another approach for organizational change.
Achieving organizational growth is a continuous process. It wouldn’t be right to implement changes and leave it because it doesn’t work that way. You need to continuously measure and monitor the impact of the changes you’ve implemented to ensure that you’re going in the right direction.
Managing an entire organization can simultaneously be a burden and a blessing. On the one hand, you’ll be in charge of making sure that everyone is doing their part to benefit the company, which can be taxing. But on the other, you have the privilege of working with some of the most brilliant and hard-working minds in the industry.
So, it may not be easy to implement necessary changes when you’re at the forefront of the battle. But that’s why you have to trust that your people will get you to where you want to go, provided that you can also show them that you’re worthy of their trust. Because at the end of the day, you’re all working towards the same goals — achieving success for the company.