"Change management is often defined as the continuous process of aligning an organization with its marketplace and doing so more responsively and effectively than industry competitors. Organizations must have business processes in place that enable the firm to reorganize, reengineer, downsize, implement new technologies, or merge at a moments notice.  Companies must be prepared to cope with a faster change cycle, requiring the ability to handle change whenever the market or customer demands it."¹

Organization change happens individual by individual,  work group by work group, throughout an organization.  But, no matter how you look at it, all change is personal and people accept change differently.  Most people don't resist change, they resist others trying to change them.  In order for people to change, they must feel that a compelling personal reason to change.  To put it simply, they must have a sense of 'what's in it for me?'  Sometimes the what's in it is as basic as "You've got to do things differently if you want to keep your job."  Hopefully, most of the time you can articulate the reasons for change in such a way that your employees readily buy into the change and work to quickly make it happen.

Successful organization change requires that people have a clear understanding of what they are changing to.  (Your business VISION) In general, people are more willing to change if they feel a degree of ownership in how the changes which must affect them will be designed and implemented.  Employee buy in and involvement are keys to a successful change.

Critical Elements for a Successful Change:

• Lead the change - (WHO) Do you have a champion who personally sponsors the change, who stands for the change, who makes the change part of his/her leadership agenda, and dedicates time to the change?  Do you have a group with enough power to lead the change?
• Develop the vision - (WHAT) What is the change supposed to accomplish?  What will the business look like after it has changed?
• Create a desire for change - (WHY) (Strategic Plan)  Is there a believable reason to change?  Is it widely shared and understood? 
• Building commitment - (WHO ELSE) Is there a commitment from a strong network to make the change work?
• Change the way that your business works - (HOW) What management practices, policies, or systems will be affected by the change?  Have you plans to align them?  (Strategic Design)
• Monitor Progress - (HOW) What metrics will you use to measure and monitor the success of your change? (Goal Alignment)

Hughes Consulting can customize a change acceleration workshop that will move your business from its current state to fulfilling the vision you've created for your business future.  We can facilitate the process, help you determine the appropriate actions to take along the way, and then help you to manage and monitor the change to ensure success.

¹   2003 Corporate Executive Board