FUTURE SKILLS FUTURE THINKING

Getting Change-Ready: Calm in the Eye of the Storm

The way organisations are structured in the present day can limit adaptability to change. Leaders need to recognise these limitations and consider how they can realistically be modified. Kotter suggests creating a ‘change network’ to work on implementing adaptations within the organisation, where individuals with a range of backgrounds – not only managers and leaders – follow these steps: • Share – successful change efforts begin with a clearly articulated, compelling, emotionally inspiring opportunity with a sense of urgency. • Opportunity – identify the opportunity and communicate it widely, positively and authentically to achieve buy-in – people need to be part of it and must be able to see the opportunities, not just threats. They must feel involved and engaged. • Recruit change champions – identify a group with a broad range of knowledge, skills, and connections throughout the organisation to work on the change. Management hierarchy can sometimes be counter intuitive in affecting change. • Positive affirmation – celebrate short-term wins often and quickly to maintain momentum and show progress. • Create action – change is sustained by new actions, continuous results, communication, and celebration.

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