The Only Constant in Business is Change
The only constant in business is change. Evolution plays a part in not only our personal lives, but also in the corporate world. Yet, as we accept it personally, we may still fear it in our professional lives. Geo-economic and competitive pressures eventually force organizations to change or dissolve. But an organization is not going to change unless its’ leadership accepts and embraces what is needed in order to evolve. Even though these are common facts, why do so many organizations not look inward and determine where they want to go and what it will take to get there?
“why do so many organizations not look inward and determine where they want to go and what it will take to get there?”
What Does a Growth Mentality Require?
Without strong executive involvement, growth or evolution initiatives will be doomed to failure. For every change to the operational status quo, organizations will always face resistance – fear of the unknown, a sweeping lack of leadership to articulate the future benefit of innovation, or simply, most have gotten too used to the old and stable (and also fast-becoming) obsolete ways. As much as change is exciting, it does require a vision and a huge amount of focused concentration, because after the excitement wears off, the organizational inertia of “let’s keep doing what we have always done” will set in.
The Dangers of Relying on Past Success
With a broader set of challenges facing SMB owners today, they can no longer depend on just delivering what they are currently competent in, they instead need to build an organizational structure that can react to the changing business landscape. The biggest danger of relying on past successes is that it’s just too easy to be complacent. Due to the never-ending nature of the business innovation game – an organization’s competitive advantage is only as valid as the time your competition steps up to intrude into and erode your market geographies.
So How Do You Face Change Head On?
Evolution requires vision, innovation and a change management process that touches, guides, and invigorates all employees, from the bottom to the top. To successfully manage change and transition, organizations must confront their current situation, communicate continuously and secure early, identifiable, “wins” based on the changes they are making. However, the trick lies in looking at change differently. In addition, for every change strategy, the purpose, objective, and direction of that policy must be delineated and driven clearly across the organization in order to yield sustainable results. This mitigates the fear of change and gives your organization something to hold onto while it evolves with its natural momentum. Marilyn Ferguson, renowned futurist suggested, “It’s not so much that we are afraid of change, or so in love with the old ways. It is the place in between we fear… There’s nothing to hold on to.”
Are YOU Resistant to Change?
A few questions to ask yourself to evaluate if you are resistant to change:
- Are you open and flexible to new ideas?
- Are you open to learning new things in order to prepare for future change?
- Is your first reaction to change an emotional response?
- Do you really fear change or loss?
Ready to Embrace the Change!?
Business evolution is not a luxury, it’s inevitable and a necessity. Innovative products and processes did not get created by companies continuing to do the same thing. Nor is your organization going to continue to compete in a highly volatile global environment if it does not understand that agility is a requirement in this new economy. Embrace the change and delight your employees and clients!
President / Cheif Operating Officer