BY AMITMITTAL, Business Coach, Consulting & Advisory
CHANGE IS INEVITABLE
Without change, there is no innovation, creativity, or incentive for improvement. Those who initiate change will have a better opportunity to manage the change which is inevitable. In the words of Socrates,
“The secret of change is to focus all of your energy, not on fighting the old, but on building the new.”
CHANGE ENFORCES GROWTH
Change is driven by the factors within the business to reposition it within a market, or to implement a new business model, to merge with another business, or to expand into a new market, In our globalized and inter-connected economy organizations deal with continually shifting market conditions, customer demands, technologies and competition which leads to only two options i.e., adapt or perish. Change involves adopting a new thought process, embracing new technologies and pushing ourselves out of our comfort zone. It is a key source of competitive advantage and survival. If the need for change is recognized early then the number of options for successful implementation will be more.
Business model must be continuously re-evaluate and ask questions about the appropriateness of the strategy.
A FORMULA TO CHANGE
(Dissatisfaction × Vision) + First Steps > RESISTANCE to Change
The change formula proposes that the force of the dissatisfaction with the status quo combined with the forces of a compelling vision, first steps, and believability, all have to be greater than the resistance to change. . The first two variables combine to provide the primary forcing function for change. The dissatisfaction pushes the individuals to change but does not provide a direction. They know they are not happy but don’t know how to make it better. The vision pulls the individuals to change and provides a direction for change. Why don’t we like the current system or situation? What will the new system or situation do for us? The change formula concepts are embedded in many of the leading transformation framework components.
The Inter Connectedness of The Formula for Change Follows –
DISSATISFACTION WITH STATUS QUO
Dissatisfaction is simply a state where people wish something better or different. It’s a sense that the status quo isn’t comfortable or in the best interest of that individual or group. Hence they become dissatisfied with the way things are. People may think dissatisfaction as a dead-end, no scope ahead, a feeling of hitting rock bottom. But who would think that this is a point of growth, rising upward is a key motivator in a business organization? However, it is limited and incomplete, as being dissatisfied does not provide any direction. This term is commonly known as, ‘burning platform’, knowing sitting on a burning platform is doing them no good, and they must get off but ‘what next’ is a big question to ponder upon. Hence dissatisfaction provides an opportunity for change.
A vision is, at its simplest, a picture of where the organisation, group or individual needs to be, or where it is going. This ideal organization first appears in the mind as an idea weighing its pros and cons and then it shapes itself through a well-thought-of plan to guide your efforts. A change vision is therefore a picture of what the organisation or group will look like after the necessary changes have been made.
Really compelling change visions also, however, set out what the organisation will be able to do, and what opportunities it will be able to take advantage of, after the changes have been achieved. In other words, the vision also includes the reason for the change.
A vision compels a business organisation to take its first step , a step away from the state of dissatisfaction.
A dream of a better world is not all. A decision, an idea or a vision may not reveal a complete picture for all steps are seldom visible. But to know the first step is a good start for an organizational transformation. As the path unfolds, the next step reveals itself. Under the effective leadership, An organizational transformation’s first step may be clear priorities, goals, objectives, a portfolio of initiatives and a communication plan. A careful analysis begins a change at the bottom and rising it’s way up. None of these steps see the light of the day if the leadership is not credible, if the words and deeds do not align. Even a best laid plan fail to materialize in a business organization if the resources are aligned.
What you believe in becomes achievable with resources alignment. A sight of a vision is lost and remains as an idea or a fantasy if methods and strategies cannot be carried out practically in a business set up under an effective leadership. All variables of the formula cease to dissolve their inter-connectedness in a business organization if the organization does not believe in the achievability of a vision. It must be formed in the mind to bring it to the reality.
RESISTANCE OF CHANGE
Even though change is Inevitable, fewer people prefer change to its least. One prefers to operate from a known place, a method applied over and over again. However newer technology, information, market competition demands a constant change. If not paid heed to can cause much dissatisfaction followed by a fall out of a business set up of any degree. A vision upgradation followed by the first step and believability must be motivating enough and greater than the resistance of change to bring an organizational transformation,
A GROWTH, A CHANGE BEGINS WITH A MINDSET.