Thursday, October 9, 2008

Change Management

"Change for the sake of change is good," a former University President often said.

He never won any awards for change management. In fact, although well-liked, he never was able to make positive organizational movements...

As leaders, we have a responsibility to weigh the change we make. Weigh the impact it will have on the organization, of course, but also weigh the impact it will have on the hearts and minds of the individuals.

Change can be difficult and painful. Minimizing this pain is a mark of a good leader. Getting the team to buy into the change and believe it in, is the mark of a consensus builder. Consensus on goals is needed to have lasting change.

Change without purpose, or without shared purpose, can lead to a more disruptive work environment than before the change. Change can damage individuals in such a way that it causes destructive behavior, depression, a culture of fear, and a lack of good will. All of which will ultimately reduce the productivity of a team, which of course, is the exact reason why the change was probably needed in the first place.

Change must be meaningful.
Change must have more positive than negative outcomes.
Change must not be made without looking at all the options.
Change must be communicated properly.
Change must always have a purpose and a goal.

Change with shared purpose can bring new clarity to an organization and invigorate individuals.

Change should never be for the sake of change.

4 comments:

  1. Brilliant blog, Dr. C - I'm a believer! :-)

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  2. This is a nice piece of writing Crista. I recently had an experience with change and the misunderstanding of what consensus management is. We cannot always agree on every decision but we can agree on the goals we are trying to achieve. This goes for status quo (stagnation) for the sake of stability too. We must always be working towards a common goal.

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