Don’t fear the dramatically new: When was the last time you embraced something really new? We don’t mean buying anew HR software, we mean a new way of positioning yourself online or embracing the brave new world and getting new, expensive technology that would enhance customer experience. Whatever it is, be open to it, you’ll understand your personal relationship with change.
Hire the person to implement the change right: Make sure you’re bringing the right skill set to the table. Change is hard to handle especially when it requires people or mindsets to change. You’ll need someone who believes in the change, who’s determined to execute it and uses democratic and inclusive ways to do. The last thing you want is employees turning against you and your new vision.
Make the transition with good mentorship: Regular meetings until the change is implemented is advised. Showing support through pep talks, a show of confidence by assigning roles and allowing people to embrace the change at their own pace are great qualities of a great mentor at the cusp of a new beginning.
Focus on making big wins with the baby steps: The first steps are important as they pave the foundation to the latter parts. The first wins will also instill confidence in the workforce which makes the path to change smoother and more successful.
Work towards building a work culture that’s change friendly: What kind of an organisation is yours? The one that shines away from the new opportunities and game-changing ideas? Or the one that’s ready to move mountains to adapt to changing business times and offer its employees new ways to discover their potential and its customers something unique to look forward to? As a leader you should be open to be vulnerable, to be challenged and to be defeated, only then you’ll be open to change.
