Managing Change

It’s all too obvious in our current economic climate to discuss that the only constant is change.  The one and only thing reliable and consistent in the interactive space is certainly change.  Rapid, busting bronco  – pissed off change.  Spikes to the north – spikes to the south. Companies explode – companies implode.  People have meteoric rises, people have meteoric crashes to earth.  

Managing this change is not easy.

Here are a few pointers:

1. Understand change

– If you currently feel like there needs to be change in your company, I want you to  write down the changes you’d like – and now plan for them.  understand how to execute these changes step by step. Understand everything, from each person you want to get involved to every result you want to see – now go and do it!

-If you’re resisting change – I want you to ask yourself why? I know that the positive effects of change (at first) can seem much more obvious than the negative – but ask yourself what you’re afraid of, and move forward with change even if it scares you. 

2. Plan for change

Focusing on your goals can help you plan for change.  Decide what your vision statement is (on a personal level) – keep it short and sweet – maybe one or two sentences, and execute. If you’re confronted with corporate culture (truthfully, what I know that I’m up against currently)  – then change corporate culture through yourself, and through individuals. 

3. Implement your own change

This is going to sound like something your third grade teacher may have said to you – but maybe we all need to re-visit the foundation of what’s made us who we are – honestly isn’t the best policy -it’s the only policy. Give the full picture of why you feel there needs to be change (huge revenue goals for example), draw people in (find the appropriate talent), and convey to them your passion and roadmap for success.  Brief the best talent as often as possible. Make training the centerpiece of any change you wish to implement.

Some ways to communicate change:

* Media – Newsletters – trade publications, THIS BLOG, anything to get your message of change out.

* Presentations – Present to large and small groups alike. 

*Training –  Set up training sessions for management workshops, and skill training as well

* Team Meetings – discuss issues, don’t hesitate to take any issue head on. Air problems, and suggest solutions. My team meets formally twice a week, and I feel we’re just scratching the surface.

* Trouble Shooting – regular feedback is essential.  Team problem solving and progress briefing sessions help to keep everyone’s eye on the ball.

4. Consolidate change in your own company

If progress for change lapses – the first thing you should do is look to yourself. Understand if you have set up the appropriate manner in which you can track and monitor change. Have you set up the appropriate way to measure any change that you wish to implement?  How are you measuring the response of prospects? Customers?  Employees?  Subordinates?  

Continue to attempt to maintain momentum, and continually assess your skills.

I know I do.

good luck.  



3 Responses to Managing Change

  1. David Haverly says:

    What are you thoughts on this Nick
    Denton interview:

  2. Mike says:

    Here’s a great resource for anyone interested in Change Management.

    Download a free copy of the “Managing Change On-The-System. It’s a 75 page, step-by-step, visual instruction guide that uses best-practices to achieve your business objectives. The Handbook includes over 80 full color screenshots, tips, worksheets, and more! Best of all, it’s free.

    The Handbook is a practical approach to:

    * Business optimization and transformation
    * Organizing the disorganized organization
    * Deploying best-practices from your executive-suite to your front-lines
    * Turn-around management
    * Strategic planning and implementation
    * Team-building and leadership-development
    * Achieving your business objectives ~ fast!

  3. the major concern is that the changes you like to implement will deliver postive? What is the degree of success? Unless you have solid reasons with facts you should avoid to implement major changes. implementing changes in phases can be a good option with risk cover because you can roll back small changes any time if they are not delivering.

    PS: Visit us for sveral great team building ideas, teambuilding activities and
    teambuilding exercises
    through corporate drumming that can surely help
    your organization for strong team bonding.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s

%d bloggers like this: