Currently I am working on four independent pieces of work which can be described as business change. These involve, to varying degrees, changed ways of working, new IT solutions, strategic initiatives to address the market. All have in common the desire to improve the organisation. In every case there is a senior sponsor holding some fairly clear thoughts on the need for the change but not so sure about the means to achieve. Ultimately what is achieved from all of these various programmes will be largely dependent upon the extent to which people grasp the change and make it happen.
I am quietly very confident that all of these programmes will be successful. Yet this seems at odds with the numerous surveys that would suggest that as many as 3 out of 4 change programmes fail to meet expectations. In a way it feels as though we have grown change programmes into monsters – and they scare us! This often leads to a response that mobilises various resources, books, courses, consultants, complex models which in turn either leads to confusion or paralysis or both. Does this have to be so? I think not!
At the heart of many, if not all, change programmes – are people. All sorts of people, people who have identified the need for change (sponsors), people who agree the need (advocates), people who feel threatened by the change, people who can bring potentially useful specialist expertise and other people, probably the majority, who either haven’t heard about the change programme at all, or if they have – just wonder what is going on.
If the situation described above is the reality, then it seems that fundamentally that to move forward and to build momentum it is simple…. people need to talk to each other. However, somehow this gets lost in the hustle and bustle of the day-to-day pressures. Combine this with the noise from the advice and teachings of the books, courses, consultants, complex models and the desire to be ‘seen to be doing something’ and surprise, surprise whatever results are, or are not delivered, there are always massive gaps versus expectations.
Compare this to my current role as a facilitator on the four different change programmes. In each case I am working closely with the sponsors to ensure that we create the appropriate environment for people to be able to talk to each other. Of course, it is not just to talk, it is to listen, to ask questions, to challenge, to propose, to explore and to listen again – so that everyone builds a shared understanding, not only of what the change is aiming to achieve, but also how they can shape, influence, contribute to – and ultimately own the change. I know how important these discussions will be in making the change stick and I am looking forward to observing how powerful this seemingly simple process is in practice.