02 Sep
2015

Four ways to prepare your teams/employees for the era of change


Four ways to prepare your teams/employees for the era of change

Barloworld 1Four ways to prepare your teams/employees for the era of change: Today’s fast moving and fast changing business environment undoubtedly requires specific strategies and tactics in order to respond effectively. Indeed, as the pace of change has accelerated, disruption is the name of the game – and businesses need to adapt to this new world.

In our view, the ability of any organisation to embrace change invariably depends on its leadership, its people and its culture. The core nature of an organisation will determine whether it is proactive or reactive, whether it is innovative and farsighted – and the extent to which it embraces all of its resources to effect the necessary changes. Here are four key steps that business leaders can take to ensure that their teams and employees are equipped for the era of change…

  1. Adopt a visionary approach

Organisations that ‘let change happen to them’ are not predicting changes and developing smart plans to react to and take advantage of the opportunity to change for sustainable competitive advantage. This tactical rather than visionary approach to change is often the result of a short-term focus. As John F. Kennedy famously remarked: “Change is the law of life. And those who look only to the past or present are certain to miss the future.”

  1. Create a forward thinking environment

To set out clear aims and objectives for the future, companies need to establish the appropriate processes and responsibilities to identify the need for change and to identify the strategy, plan and tactics necessary to achieve them. This requires the creation of a dynamic, forward thinking environment –

  1. Make change management an executive function

The function of change management in many organisations is a team established to implement pre-determined changes. This team is usually not involved in the monitoring of the need for change or the vision of what needs to change and why. Managing change is undoubtedly an executive role requiring the support of all those affected by it.

  1. Develop the right skills

There are effectively several levels of skills and competencies required in any business. There are business management skills, academic skills, trade skills and job specific skills. Identifying the skills required now and in the future defines the necessary skills development programmes organisations are being required to pursue. Continual training and development of management and staff is a necessity – and no longer a nice to have!


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