Imagine your business had been given a once-in-a-lifetime opportunity to launch a new product/service, which if successfully carried out, would result in huge growth for your brand and cause a major increase in revenue.
But in order to capitalise on this opportunity, your business would need to undergo a number of changes, and by that I mean your team would need to undergo some changes. They would be expected to take on additional work, they might need to re-locate to other parts of the country and there would be a possibility of merging with another business in order to successfully achieve this rollout.
How is the visualisation exercise working out for you? Are you feeling positive or apprehensive? What’s the first thing that pops into your mind? There may be many concerns, ideas, issues, but I’m guessing that one of your first thoughts is how would your team members take the news?
This is a problem that many business owners have to deal with on a regular basis – successfully implementing change into their businesses. Sometimes its large scale change, and sometimes its small scale. How are some businesses able to implement change well, yet others can’t and face huge problems?
One of the biggest influences in your business are your people. Depending on how they react to and manage the change, will determine how successful your change implementation process will be. To successfully implement change you want a high performance culture in your business.
- Flexible and highly adaptive individuals
- A team who are optimistic and see change from the very beginning as an opportunity for growth and success
- Confident team players who believe in the product and service and buy into the business purpose
- Motivated, energised and engaged individuals
- Team members who understand and get the “bigger picture”
Do you have a high performance culture in your business? Do you have a high performance team?
It’s no good trying to implement changes in your business if you don’t have the culture right. And its no use trying to improve the culture at the same time as you implement the change. This type of implementation is not a sprint, its an marathon. The investment into your business culture should actually start from the day of your business inception or as close to it as possible. Remember that people’s behaviour, belief systems and habits don’t just change overnight, it takes time. In some instances, it would be time that you wouldn’t have the luxury of having, especially in the middle of a change initiative.
So while you are busy planning great growth and innovation within your business, think about your team members and whether or not they can happily facilitate and drive these changes for you. Perhaps you need to work on your people and building a high performance team before implementing a change initiative.
Need some assistance? Contact Nicole at firstname.lastname@example.org