Navigating Change: Embracing Transformation in a Century-Old Organization

As Columbus Speech & Hearing commemorates its 100th anniversary, I've been reflecting on our journey and the pivotal role that embracing change has played in how we have adapted over the years. As CEO, I have often been at the forefront of conversations around when and how best to change and adapt to our ever-evolving landscape. I’d like to take this landmark year as an opportunity to share some of my thoughts and suggestions, based on what I have learned over the years, to help provide direction to others looking to do the same.

Recognizing the Need for Change

I believe that the first step to navigating change is recognizing the need for change and understanding why it matters. Change is both an external force and an internal realization. In a world where technological advancements and societal shifts occur at an unprecedented pace, even organizations with a century of experience must adapt to remain relevant. In my experience at Columbus Speech & Hearing, we have seen that Columbus, like many communities, has gone through significant changes in its economic landscape, technological infrastructure, population growth and more over the years. These shifts necessitate a reevaluation of how services are delivered, how support is provided, and how engagement with the community is maintained.

For example, when Columbus Speech & Hearing was established in 1923, Columbus had a population of about 240,000. Today, it has a population of over 900,000. As the community has more than tripled since our establishment, we as a company have worked hard to grow fast enough to keep up and continue to meet the needs of those we serve.

Whether it's adapting to a growing community or responding to new technologies, acknowledging the need for change is the first step. It's about listening and being open to the signs that it's time to evolve.

Barriers to Change

Embracing change is often easier said than done. For organizations with deep-rooted histories, I’ve seen that the challenge can be twofold: preserving the core values and traditions that have defined our success while still adapting to the new realities of the modern world. Keeping your core values front and center is crucial as you look at ways to modernize. Resistance can also come from both within and outside your organization. Most of us have a natural human tendency to stick to what we know and are comfortable with. The fear and uncertainty of change can be difficult for both your staff and your community.

According to the National Institute of Medicine, studies have shown that the success of organizational change primarily relies on the attitude and response of employees toward change. As a leader, I’ve learned that providing guidance and leading with compassion and confidence can make all the difference here.

However, a critical factor that cannot be overlooked is the need for the leadership team to fully embrace and champion change. Without the buy-in from management, the journey toward transformation faces a significant barrier. Interestingly, a 2019 study revealed that 70% of company transformations fail, underscoring the challenges inherent in undertaking major changes. Even more telling is that 72% of companies with failed transformations cited employee resistance and management behavior as the major barriers to success (McKinsey, 2019). These statistics highlight the paramount importance of ensuring that our leadership team is not just on board with change but actively supports and drives it forward. The implication is clear: for a transformation to succeed, it must be championed by every level of leadership, demonstrating a unified commitment to navigating through the uncertainties change brings.

The Journey Towards Change

In a world brimming with innovation and shifts, embracing change is not merely a strategy but a necessity. One hundred years at Columbus Speech & Hearing has shown us that adaptation isn't about forsaking our roots but rather allowing them to guide us through new landscapes. Based on my experiences, here are some considerations for organizations aiming to thrive amidst change:

1. Be transparent and authentic. When considering making changes within your community, being honest with your team can help make the transition easier and provide an additional level of comfort for everyone involved. Take time to schedule meetings with staff to clearly explain and lay out the process for the change.
2. Listen to your community. While change can and should be embraced, it should be done for the right reasons. Just because a transformation makes sense for one community, doesn’t necessarily mean that it will work best for another. Listen and take the time to understand who you are serving to identify how to serve them. What are their barriers? What are the changes they are facing? What needs are going unmet? These are crucial questions to ask when considering what changes to make.
3. Embrace new technologies. Technological advancement is a significant driver of change. It can streamline operations, enhance service delivery, and open new avenues for engagement. Stay curious about technological trends and try to understand what may or may not work best for you. If you aren’t sure, consider consulting with an expert in the field to find out more. Trying new tools in small-scale projects can also be a great way to show their potential impact without overwhelming commitment. For Columbus Speech & Hearing, this has meant things like integrating digital communication platforms, utilizing data analytics for better service delivery, and exploring new tools for therapy and support.
4. Be flexible. Not every change will always work out. Be open to adjusting what is needed. One great way to do this is by accepting employee and community feedback to see what they think. Their thoughts and insights can be a catalyst for improving how you innovate moving forward.

Embracing the Future with Open Arms

As we look back on a hundred years of history, it's clear that our ability to embrace change has been central to our endurance and success. The journey ahead is filled with unknowns, but also with possibilities. By approaching change with openness, curiosity, and a deep commitment to our mission, we can continue to make a difference in the lives of those we serve.

I invite you to join us as we step into the next chapter of our story, armed with lessons from the past and a hopeful gaze toward the future. Let's embrace change together, creating a legacy of impact and innovation for the next 100 years. How do you accept and create change? I’d love to hear your thoughts! Let me know your best practices below.