Having the Correct Change

Most of us have been caught up in the midst of an unsuccessful change, It may have been in our approach, a policy, or procedure. Or perhaps we have failed to see the need for one that should have been implemented sooner.

In either case, change is difficult for all of us, because we are creatures of habit, familiarity, and confidence. We like what we know, dislike surprises, & build confidence with repetition. At the same time, we all would say that change is important to not only success, but our well-being. If we don't paddle the canoe upstream, we aimlessly drift downstream.

If change is crucial, how do we recognize the need for it? 1) Build trust with your associates, laterally, upward, and downward. 2) Listen to them and be sensitive to what you hear. 3) Look for warning signs: a) People are into themselves. b) Morale is mediocre or down. c) Few take initiative d) Unforced errors occur. e) Deadlines or shipments are missed.

Once the need is apparent, we should take decisive action on what we've seen and heard: a) Confirm with others b) Ask for suggestions c) Involve the affected in the solutions (change).

To have the best probability of success, the decision to go ahead with a change is best made by consensus. It also may need to be an executive decision depending on the level and severity of the problem.

When you do move ahead, here are some things to remember: 1) Be enthusiastic and supportive. Many a change has failed for lack of executive commitment. 2) Explain WHY you are doing WHAT you are doing. If your associates don't understand, they will not support. 3) Be open, answer questions. Communication, communication, communication. 4) Follow up and make necessary adjustments along the way. 5) Celebrate the win. Recognize the contributions, document the improvements, and move ahead as a team.

When done right, you know it when you see it; you know you have the correct change.