Rapid acceleration in the pace of change has taken place within the business world over the past ten years. This fact has also accelerated the need for organizational agility, in both thought and behavior.
Agility and change are inextricably linked. The goal in most change efforts is not only a change in attitude, but behavioral change.
But of course change is not always perceived as being good. In fact, people at all levels tend to react with fear, uncertainty, and doubt (the “FUD” factor) when new ideas, processes, policies or procedures are introduced; and many cringe at the mere suggestion that there might be a different or better way to do their jobs !
Yet without change comes stagnation and potential loss.
The first step in any change effort, and in maintaining organizational agility, is to help people develop the right mental attitude and understand that timely change is a constant part of long-term success — this readiness for change will require:
- Making continuous improvement a permanent part of the organization’s culture…
- Getting people at all levels to change the way they think, talk, work, and act, and fostering a culture of open-mindedness and amnesty.
- Establishing new perspectives on work, work processes and value-added work.
- Effectively using various statistical tools to identify, analyze, understand and communicate variation.
- Enlisting input from of people operating the work processes.
- Quantifying how continuous improvement benefits all stakeholders.
- Improving leadership and coaching skills that lead to increased employee capability and engagement.