4 good reasons to manage change
We’re all technically familiar with the economic term “Organizational Change Management” and its acronym OCM – more or less. But here’s what happens when you actually apply it to your organization.
IT KEEPS YOUR LIGHTS ON.
It’s a good feeling to have a set of methods at hand that saves the very existence of your organization. No mass lay-offs, no bad PR, no investors run.
IT HELPS YOUR ORGANIZATION STAY COMPETITIVE.
Applied towards re-awakening people’s innovation capabilities, it may even give it “the edge” it takes to lead your industry. Fostering silo-breaking trust and psychological stability, it creates a fresh sense of self-powered, real co-operation alongside an intrinsic impulse for fearlessly sharing knowledge; clearly one of the most powerful side-effects of applied OCM. And that’s what helps anyone tasked with leading people experience their own impact so much more: It prepares for phases of instability where, complementing the team’s competence, smart leadership is key. No guessing; instead: knowing what to do when situations tend to slip out of hand – with a team that’s got your back, unconditionally.
IT SAVES YOU A LOT OF ENERGY, TIME AND, HENCE, MONEY.
It removes the hassle of determining, head-hunting, finding, interviewing, onboarding, integrating & training new recruits, one by one, after painful mass lay-offs. How? By avoiding to fire knowledgeable, influential people in the first place. That’s what they are, and that’s why you hired them, didn’t you?
Let’s think about this for a moment:
What if those who are dissatisfied with your planned change measures could actually be turned into passionate change agents by getting their buy-in, using a proven, powerful approach: persuasion. Needless to say, it keeps you saving so much more than what disregarding OCM would have cost you.
IT GETS YOU BACK TO GOOD SLEEP.
Those among us who’ve seen what disruptive change means, know just too well that there’s nothing like that calming feeling when you realize your organization is safely back on track again – because you’ve succeeded in fostering a level of trust in your team that doesn’t just make people tell you what they believe you want to hear, yet facts you can work with.
But what’s best:
It makes you confident to know that, next time, you’ll be able to apply the very same set of organizational change management tools to balance out any imbalances as they happen. With or without us. We enable change; you take it from there.
About the author:
Thomas Pacal is the CEO, founder & owner of EMBRACE – a management consultancy specializing in post-M&A change management, restructuring and re-stabilizing of large organizations. He is passionate about the reliability of change and frequently contributes articles about his industry.