Stepping Your Business Up to the Next Level, but Finding it Hard to Energize the Team? Follow These Three Steps to Energize Your Change Management

Like most business owners/managers, you will likely be aware of the many untapped opportunities and ‘goldmines’ in your business. Tapping, nurturing, and growing the value and profits from these ‘goldmines’ requires effective change. This could include changes like retraining your sales force to acquire larger/different revenue opportunities, training your team to work smarter at peak efficiency to improve work life balance and your bottom line, and many more such opportunities. This requires carefully managing the change(s) required to achieve these desired benefits.

For the success of the change, focus should be on people!

In situations of change, people tend to rely on their leader for guidance due to uncertainty. A leader in the change management process should be a motivator driving people, and sometimes lending a helping hand. He/she will need to have a deep understanding of people. One of the problems many organizations face during change management is managing the vast difference in learning capacity and responses from person to person.

During the previous decade, SandS Australia has helped many organizations to successfully implement change management to rapidly improve businesses. These projects varied from small scale to diversified, large scale developments. Assisting an organization to resurrect, survive and thrive from a difficult situation in the business environment, implementing a new system, guiding organizations to reach high volume sales, training and development programs to improve technical skills on subject matter areas are few of the examples SandS has successfully delivered.

Model for Successful Change Management

1. Vision (You) – Communicate, Communicate and Communicate!!

Content and mode communication play a crucial role in driving change in an organization. It is important to understand organization culture and then develop the communication strategy. For an example, employees in an organization working as small knit groups will like to hear this information in casual discussions rather than through formal mails. Use multiple channels as much as possible. Emphasis WHY you need to do the changes and HOW it impacts employees and organization.

2. Change Agents (Your Team) – Use People Power!!

Implementing something new should be fully supported by the employees. Their voice should be heard and their concerns should be addressed. Identify the Subject Matter Experts and make them leaders to drive the change. It is important that you give every employee to contribute towards the end result. Do not forget to recognize and reward their contribution upon successful completion of this task. It is important to develop trust with people in this process.

3. Structure (SandS Business Resultants) – Setup and Coach, to Learn, Practice, Measure, and Improve!

Throughout the implementation phase, it is important to embed formal mechanisms to capture and manage feedback. Encourage all the team members that learning is a key factor throughout the project. Arrange your Change Management Project in an agile manner to incorporate new improvements that are often not visible at the beginning of the project. It is also vital to measure the success of the project. Communicate results of the project with every team member and employee.

Written by Nara, ACMA, CGMA (CIMA-UK), MBA (ICFAI University). Nara is a Commercial Accountant at SandS Australia. She has 15 years of experience in business, finance and accounting in senior managerial roles helping analyse, identify, and drive business growth

Edited by Sam Mansoor. Chartered Management Accountant, CPA, Chartered Global Management Accountant, Dip. Equity Trading. He has over 30 years’ experience helping businesses achieve immediate and long-term success.

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