Preparing The Organisation For Continuous Change

Feb 16, 2017

Preparing The Organisation For Continuous Change

It is no surprise that the world is growing at a rapid rate in all areas - technology, business and population. All these factors go hand in hand with the nature of globalisation, which shapes the demographics in our societies.

Rapid change is here to stay. To actualise the initiatives an organisation must acquire a different mind-set and a new viewpoint has to be adopted to follow accept change and make sure it is successful.


Continuous Change in a Company

Every company has to deal with the fact that change will be needed at some point along the path to success, change is a constant and  has become the new norm. Business owners must have the ability to bring upon continuous change smoothly, this requires the ability to manage relationships between the entire company, including components and resources. This cross-functional business process makes interdependencies more relevant and important. The  most important thing is that processes, such as the flow of information, are always monitored to ensure that the company is transparent as this contributes to how successful change can be.

How do you make change continuous?

Many businesses in general have become more used to the fact that they are required to make changes at any level, small or large from time to time to keep up in the corporate world. Change today is all about continuous, accelerating and overlapping transitions - it doesn’t always end up on the good side of the coin however, it has caused businesses to fold on themselves but this is where excellent management and leadership skills come in play and turn a business around, for the better. In the corporate world people have previously been used to the term “a change”, it is important to note that that mindset has shifted to “constant change”.


One way to make change continuous is by “oiling” the processes within a business. By looking at those resources, connections and options and managing these interdependencies effectively to ensure that constraints are lifted and they are being put to good use.

Silver and Gold Coins


The psychological aspect of Change and some tips on how to handle it:


1. Communicate often.

  • Most importantly, communicate often during the planning and implementation process of all the changes.

  • Explain the benefits of the changes.

  • Ensure that people understand how these changes will impact their role and job position.

  • Prepare everyone for what could possibly come in the future.


2. Dispel rumours and increase transparency.

  • Answer any question with the honest truth and do not mislead or sugarcoat things.

  • Deal with concerns or problems immediately with a sharp focus on the bigger picture.

  • Relate the need for change back to operational necessities.


3. Empower action.

  • Offer employees the chance to get involved as much as possible, this offers a great chance at individual and team building.

  • Ensure line managers are doing an effective job at managing all the day-to-day duties.


4. Involve people in the process.

  • Take short but successful steps.

  • Negotiate with stakeholders to ensure that they should feel safe and comfortable.

“Stickability”, some disciplines to ensure the sustainability of change

1. Anchor the changes into the culture.

  • Identify the barriers to sustaining change and also what supports the change.


2. Develop ways to sustain the change.

  • Ensure support from the leadership.

  • Create a monitoring system that rewards good work and one that acknowledges steps forward.

  • Develop a way to adapt the organisational structure if necessary.


3. Provide support and training.

  • Ensure transparency between all involved employees and people involved.

  • Offer support where possible, change in a business is a continuous process that involves a lot of people - not just one.


Celebrating success

This is one part that many companies or leaders forget at times… to celebrate the success of what you have just achieved as a business! The great part about celebrating success is that it doesn’t always have to be costly, it has a lot of benefits to it and is a nice bonus for everyone that was involved. Some types of celebrations can be going out for dinner one night as a team, going go-karting or even simply just sitting down and conduct a team meeting which reviews the results that have been brought to the table.

Interested more in how to Prepare the Organisation for Continuous Change or how to be more Strategic in Change and Leadership? Take a look at our high quality training courses that we offer.

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