Change is a healthy part of any growing organisation. Whether it be to improve culture, increase productivity or to meet the emerging needs of our industry. We all at some point need to embrace it. To successfully implement it, we have to get uncomfortable, push past what we know, doing things even if sometimes feel a bit of pain. When it comes to change, you just can’t ignore the ugly stuff.

Whether you’re considering tweaking one or two processes, to an overall system or to an entire company structure, it’s common to feel uneasy about the challenge that lies ahead. What can also be difficult, is when you know that you need to make a change but not knowing how you are going to make it happen and where to start and how to stop yourself from resisting it.

Most of the three big reasons why people resist change include fear of the unknown, the vulnerability required to release control, and finally, the humility to accept that you may need to give up a cruise existence, upgrade your skills and do some hard work.

Over the years I’ve been a part of driving in many different businesses and organisations. Often I observe people’s fear coming out in many different ways, sarcasm, pushing back, criticism, people creating a division, gossip, people taking the current state of the situation as a personal reflection of their efforts. In addition to that, there is so much chaos happening in the beginning, but one underlying thing I’ve always found to be true is that everyone wants the change on some level.

Here’s one of my favourite quotes that I think sums up change beautifully…

“The best thing you can do is the right thing; the next best thing you can do is the wrong thing; the worst thing you can do is nothing.” -Theodore Roosevelt

How do we make it necessary without too much discomfort? I’ve outlined some easy steps below for you to follow:

Step 1.Build An Awareness and Create An Urgency
Step 2.Form An Influential Team And Enlist The Right People
Step 3.Create a Vision for Change – Know What The Destination Looks Like
Step 4.Start The Strategy To Achieve The Vision
Step 5.Communicate The Vision & The Strategy To Key Stakeholders
Step 6.Implement The Plan – Reassess and Adjust As Necessary
Step 7.Follow UP, Measure & Review
Step 8.Anchor & Embed The Change

Creating change isn’t pretty, and it gets uncomfortable. To achieve successes you have to be prepared to work hard, build a good foundation, know what your change will look and feel like, set a plan, be committed and determined and most importantly, be patient.

Most importantly, remember to celebrate the change and the wins you have along the way! Recognise the people involved and their input. This will support a culture moving forward for continuous improvement.

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