Changing for Impact.
David Whiting
HSE Culture Specialist: Helping Businesses Identify, Connect & Engage with Safety Leadership and Culture
Do you have plans to implement large-scale, strategic changes? Are you prepared for the impact of these changes to your workforce?
- Do your change initiatives achieve performance goals?
- Are leaders at all levels of the organization engaged in the change?
- Have you allowed for flexibility throughout the change process?
- How do you establish change expectations and evaluate compliance with the individual?
- Are you able to sustain change for continuous improvement?
Look at any news about trends right now and it’s all about culture. Or explicitly, having a culture that supports people in organisations undergoing transformational / Safety / Culture change.
Whether it’s wholesale business processes, introducing technology firms are responding to intense competition, rising customer expectations, the need for new skills, and regulatory pressure to name but a few.
- Change requires people to flex, doing things in completely different ways, at different times and with different resources.
- Change can be tough – mentally and emotionally.
- There is, of course, a high price to pay if you try to inflict change on your people rather than bring them along with you.
- Confusion and fear inhibit people from embracing new ideas and behaviours.
- Disengagement becomes a recipe for you poor productivity, change
- There is, of course, a high price to pay if you try to inflict change on your people rather than bring them along with you.
Confusion and fear inhibit people from embracing new ideas and behaviours and disengagement becomes a recipe for poor productivity, change resistance and talent drainage.
But the good news is, change can be managed, and culture can be developed.
It is all about taking a strategic approach to culture, alongside a commitment to change that involves rigorous listening that brings your people with you.
Introduction
? How culture constantly evolves
? How culture provides a real competitive advantage – not just a tick box for regulators
? How culture can’t be copied from another organisation – and must be authentically yours
? How values succeed when leaders genuinely believe in and live them
? How people change when they have a good rationale
? How the explosion of tech is an enabler – allowing people to be more, not less human
? How culture is evidenced through the employee experience – and therefore can be assessed and measured
? “Volatility is only scary for the powerless” – how giving employees a voice through change enables them to thrive
Get into the habit of listening and giving people the opportunity to have their say can make all the difference to whether you make a change with your people and help them.