Change Culture

In our fast moving economy owners, managers and staff are all constantly facing need for changes.

Only problem is that most people want changes but don’t want to be changed. We are creatures of habit and very few people wake up every morning and want to be changed.

We like stability, known procedures, clear tasks, specific role and most people prefer minimum changes to work functions, office structure, technology and routines. Even privately we tend to live in the same house, have same friends, same habits and same interests for very big part of our lives.

With a business climate where products, services and technologies from last year already are being replaced, copied or outperformed, owners and managers are constantly faced with the critical problem of needing changes in a company where most people are uncomfortable with changes.

The key is to ensure that the managers are aware of the change challenges – That they handle changes efficiently and create a change culture. Changes are a constant process so it has to become an integrated part of the company culture and so normal and acceptable that changes are expected not feared.

This can only be ensured by managers that

  • Acquire input on needed changes through professional board, advisers, networks etc.
  • Focus on objectives and not roles, tasks and procedures
  • Establish – and respect – team and individual empowerment
  • Encourage and reward questions, ideas and experiments
  • Believes in relational management with dialogue and relationships
  • Want to be visible and available (manage by walking around)
  • Accept criticism, failures and mistakes

Managers can only succeed if they handle change in a productive manner and the biggest challenge is often they have to change themselves. Great managers know when things are great and they feel things are perfect, it is time to change – I love it. It is perfect. Now change it