Due to the political crisis that diminishes the economic pulse of the country, the Business they seek new strategies to remain competitive and shield themselves from an unstable outlook. However, a large number of companies do not know how to detect the need and how to prepare to face a process of change, for this reason, it is suggested to take internal and external demands into account, so that its implementation is a fully achievable challenge.
- Change is no longer an option, it is a necessity
Faced with a volatile market, the employer must be aware that the need to adapt in advance and proactively is key to staying current. A change that is not detected in time can seriously compromise your competitive capabilities, so it is essential to monitor trends in your industry, competition, technology, regulation, and consumer behavior.
Francisco de Cárdenas, Chair of Vistage, recommends that change management should start from a diagnosis to identify what is changing, how it is affecting us and what should be prioritized. This can start by listening to both the clients and the collaborators of your company, thus strengthening the links between the external and internal public. In many cases, this link has first-hand information on what is happening in the market.
Change management in a company is one of the most complex procedures at the corporate level, because it requires the participation of all levels of the organization in the restructuring of strategies and redefinition of actions, with the aim of satisfying the current needs of the market. .
Human beings by nature are adverse to change, altering their routine tends to associate it more with a threat than with an opportunity and generates some discontent or little adaptability, therefore, it is important that the people who lead a transition apply effective tools in time , resources and that consider the emotional state of the collaborators.
De Cárdenas suggests that the work team understand the need for change and that they feel heard to feel part of it, so they can propose or give their opinion, beyond the fact that it is not their responsibility to make the final decision. “It is important to articulate participation systems in all areas, in such a way that no one feels surprised or tries to oppose the change. While decisions are made and the new actions are executed, close monitoring of their implementation will be required and reinforcement of the desired behaviors, as well as detecting and correcting the unwanted ones”.
- Strategy for change management
To carry out a strategic change management plan, an integrated preparation is required in the processes before, during and after execution. Next, the expert gives us some recommendations for its implementation:
– Formalize the innovation process, beyond the size of the company and its degree of professionalism.
– Identify agents of change, people willing to propose new ideas and help in their implementation. Even incorporating into the process those who might oppose this process, in such a way that, if they are part of the solution, they cannot be part of the problem.
– Launch projects to identify points of potential progress, prioritize them and start with the easiest ones, which allow for small victories that encourage everyone to follow this path.
– Encourage leadership and strengthen the responsibility of the company’s senior executives in decision-making, overcoming internal resistance.
– Constant and two-way communication in all areas, so that all employees feel part of the change.
De Cárdenas adds that for a change process to be successful, it must focus not only on the action to be taken, but also on the people involved. It is necessary to generate the right environment through relationships of trust where different opinions are heard and taken into account. In this case, the role of a leader in this reform is vital and it is necessary to resort to the external help of an expert in coaching and leadership.
