Maybe it is time to change “Change Management”
In today’s highly competitive, technologically disrupted business environment, one thing that’s a constant across all industries is change. It cannot be ignored—it must be embraced. But how? How do you change when our brains hate it? And, while change is all around us, few of us really know how to change, i.e., how to adopt new ways of doing things. We’re much more comfortable with the way we’ve always done things in the past. So why change?
Because we must. The times demand it. Even though change is pain, we really need to learn the methods and strategies for bringing about real, transformative change, and then apply them. And fast.
Is meaningful and lasting change possible?
Yes. But, it takes genuine buy-in from the executive leadership and a strong understanding of the current vs. desired corporate culture. If these fall into place, culture change can indeed not only happen but revolutionize a company.
To understand how you too can do this, read our white paper which contains a step-by-step slide show explaining the necessary steps an organization must take to bring about real change. In this way, you and your business can overcome today’s challenges and boldly embrace the future.
To download our white paper, “Everything is Changing but Change Management. Why Is It Not Working?,” click below.
For change to stick, you also need to align your culture
As well as leadership’s buy-in to a change process, everyone in an organization must “live” the same culture, from the CEO down to the rank and file. At SAMC, we use the Organizational Culture Assessment Instrument (OCAI) developed by Drs. Kim Cameron and Robert Quinn at the University of Michigan, to help bring about company-wide commitment to change. The OCAI is a highly effective tool that assesses current and preferred organizational culture by asking employees and other stakeholders about their company’s culture and what they would prefer it to be in the future.
There are four archetypes that grew out of Cameron and Quinn’s research: Clan (Collaborative), Adhocracy (Creative), Hierarchy (Controlling) and Market (Competing). There is no one good culture, but there are lots of good ways to combine these archetypes into good cultures. Our white paper and slide show explain this more fully.
Culture change is hard, but it can happen
Remember, in a change process, you’re challenging the very essence of who a person is, their identity. And people are much more likely to change their minds and their behaviors if they see others, particularly their leaders, colleagues and staff, behaving differently. So if you’re the leader, you must commit to changing too. You can do it!
Want to learn more about successful change management? We recommend these blogs and podcasts:
- Blog: Want To Change Your Organization? Make It Like An Exciting Play.
- Blog: Managing Change in Fast-Changing Times
- Blog: 5 Ways to Help Your Business Adapt to Changing Times
- Blog: Why Change Is So Scary—And Why That Dooms Businesses To Fail
- Podcast: Ask Andi—How Do You Change Your Culture?
- Podcast: Warren Whitlock—How to Overcome the Pain of Change
- Podcast: Ask Andi—Why Companies Have Got To Change Or They Will Not Thrive
Ready to embrace change rather than run from it? We can help.
At Simon Associates Management Consultants, our specialty is helping organizations accept, prepare and adapt to change. Applying the tools, methods and principles of anthropology is one of the primary ways we do this. We invite you to contact us to discuss how our team of specialized corporate anthropologists and culture change experts can work with you so you and your business can overcome today’s challenges and soar. We look forward to hearing from you.
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