You often hear of the problems people have with change. Organisations have trouble with change. People have trouble adapting to change. It seems to be all around. Change isn’t easy.
One of the big things often recommended is to develop programs that help people through change. Consultants are often hired for a period to “implement a change program”. Sure, you could do it that way, I guess.
Taking the view that change is a hurdle we have to get over is flawed. What happens, though, after you get over the hurdle? Is it all rainbows and lollipops? No. There are always more hurdles.
How then, do we address this? It’s all about how we feel about change. What needs to happen is that change needs to be a major objective. Employees need to be motivated to seek out ways to change processes, improving them along the way. It needs to become ingrained, to the point where people are empowered to change any aspect of the business.
Don’t be afraid of change, or even embrace change. Become truly change driven, that’s where real performance lies.
the older we get the more difficult it is to change… even in our normal day life… it took me 3 months of hard work to stop using “normal sugar” in my coffee
~ so if is difficult something as trivial as coffee… just think about business. Change is difficult but unless you change you can’t survive.
Look at Ford. they didn’t change.
Look at Atari. they didn’t change
Look at IBM. they didn’t change.
You’re so right about the difficulty, particularly of coffee! It’s one of my vices!
Very nice post!
[…] important, because process improvement means Change. And Change is hard enough to commit to on its own without the added pressure of introducing a host of new practices. That is why […]
Daniel — I really enjoy this post and many others in the archive. I found it today and just had to go back and link to it in my 10/18 post.
Thanks for your comment Nancy! I’m glad you enjoyed the post. I took a look at your site earlier and added it to my RSS reader, you laos have some enjoyable posts!
Thanks again!