Let’s be honest, any kind of change, much less corporate change, is difficult, really difficult. Whether a start-up experiencing growing pains, a company faced with increased competition, a floundering company trying to stay afloat, or a successful business attempting to expand into global markets, the path toward change can often be unclear at best and the barriers can seem insurmountable at worst.
Yet change your company must if it is going to become or remain a “player” in its market. The question isn’t whether your business must change; that is a given if you want it to survive and thrive. Rather, the question is: Will our company change?
If you answer in the affirmative, there are two more questions that you must ask. First, what will your company change? In the ever-morphing marketplace, there isn’t always clarity on what needs to be changed for a company to stay competitive. Second, how specifically will your company change? It’s one thing to have grand ideas about what changes your company needs to make. It’s an entirely different thing to take those “50,000 feet” ideas and bring them down to Earth.
Though change is always complex, like all complicated processes, it begins with a basic framework that orients and guides the course of transformation. A useful way of framing this process is by what we at The Trium Group calls “the Six I’s”: intention, inspiration, information, insight, integration, and implementation.
The foundation of any change is intention that change is needed. Intention provides the objective for an initial course of action that will lead to the desired change. For example, “We intend to modify our sales practices to make it more customer friendly” or “ Our intention is to increase our market share by 25% over the next 12 months.” This intention creates a sense of purpose that provides the preliminary impetus for the change.
As the saying goes, though, the road to you-know-where is paved with good intentions. Simply knowing what your company wants just isn’t enough for change to occur. Instead, there needs to be inspiration that puts the wind in the sails to propel the change forward. Because change is so difficult, the motivation to change must come from a deep place within the leadership of an organization and that strong desire for change must then emanate outward and be embraced through all levels of the organization. This inspiration can be grounded in many forms so that it is more readily accessible to everyone involved in making the change a reality, whether due to a sense of ownership, pride in being part of a productive team, personal ambition, or the determination to take the company to the next level. The key is to infect your organization with this inspiration from the corner office to the “boots on the ground.” Without this powerful emotion, any efforts at change are sure to be dead in the water.
One of scariest things about change when it’s first proposed is lack of clarity and its magnitude. Everyone knows that a change needs to be made, but there are many questions that are left unanswered and the change can seem overwhelming It can feel like you are told to climb Mt. Everest, but without the necessary equipment, route, or guidance. This feeling of “How can I possibly do this?” is where the idea of change collides with the reality of change. And that collision can stop even the most powerful inspiration in its tracks.
The remedy for this feeling of being overwhelmed is information. When everyone in your organization has the relevant data needed to put the required change in perspective, the scope and process of change seem more manageable. You want to answer the what, why, who, where, when, and how of the change. So, my recommendation to you when it comes time to announce the changes through your organization is to follow it very soon after (if not concurrently) with the information that will allow everyone to gain perspective and understand that the change is not only possible, but doable.
Once everyone in your company understands the ins and outs of the proposed change, insight is necessary to take the intention, inspiration, and information and make the change personal. In other words, every team member must understand their role in the organization-wide change. This insight provides each person with a framework and process that will guide them in their particular responsibilities in making the change happen.
One of the most challenging aspects of company-wide change is that your team is expected to make the changes while also continuing to fulfill their normal roles and responsibilities. The stress-inducing question that everyone asks is: “How am I going to do this when I’m already maxed out in my ‘day job’?” This is where you must ensure effective integration of the change process into everyone’s already-busy schedules. The simple reality is that change will not occur if your people lack the time, energy, or resources to do their part in initiating the change. You must be explicit in identifying the when and how of the change for each member of your team, otherwise they are likely going to feel overwhelmed and demoralized, both of which will undermine the company-wide efforts at the needed change.
All of your company’s efforts to this point are in preparation for rolling out the intended change in your company. Everything to this point will go for naught if it isn’t able to take action in pursuit of the change objectives. The final phase of the change process, implementation, is where the rubber meets the road. If you have successfully fulfilled the mandates of the first five I’s, meaning everyone in your company knows the what, when, where, and how, implementation should be, well, not easy, but a natural extension of the earlier groundwork. These efforts will then, over time, produce the intended change and help your company to achieve its goals and find continued success.