Change management is the only game in town.
Everything depends on it.
The Ten Laws of Change Management:
- Manage change – or change will manage you: Lead the introduction of change, new ideas and innovations in your industry. If you don’t, then time, situations and circumstances will force change on you. The best ideas win!
- It is harder to manage not changing than to manage change: It is far more difficult to manage people, places and practices that don’t change or are incapable of change than it is to manage change. There is a natural energy to change and people will embrace it and become part of it if they understand it.
- It is not a popularity competition: Change hurts. Change can be painful. Change can produce conflict. But out of change comes progress and performance.
- Accept and embrace change actively – don’t change passively: Seek opportunities to change. Look for ideas and innovations which can be the catalyst of change. Be committed to change as an integral part of your daily life.
- Learning and change are married – one does not happen without the other: Learning = change. Learn faster, change faster, win sooner.
- Most people can change what they do: only the great ones can change who they are: Every one can and will learn to change their practices. Very very few people are capable of sustainable change to who they are.
- People change when it is too late or almost too late:Most people will not change until they face disaster, catastrophe or certain peril. Sometimes you have to present these options to them to get them to change.
- The time to make your biggest change is when you have been successful – because the resistance to change is greatest in those who feel they don’t need to: The reason repeating success and sustaining success is so difficult is that resistance to change is greatest when people and organisations are at their most successful.
- Small changes often rather than catastrophic changes every five years….Change is like exercise. Do a little every day and stay fit and healthy. Or do nothing for five years and enjoy a coronary by-pass and lipo-suction. Continuous improvement and ongoing performance enhancement are the keys to success.
- Be inclusive, seek buy in, embrace collaboration but in the end change anyway: Ideally change will come as the result of everyone in the organisation feeling ownership for the change process and will give it 100 % support and buy in. But, in the end, if you are a leader, a senior manager or someone who is accountable for the success of the organisation, you have to change anyway. Seek support – but do what you have to do.
That’s my Ten Laws of Change Management – what’s yours?