What’s the best business to start? Begin by changing what you already have!

Organizations are just as complex as the individuals that work together within them. So before you ask yourself what the best business to start is, take a look around at what you already have! It is to be expected that implementing change within an organization is a challenging and many-faceted process. Organizing a business is no small task. There’s so much to juggle: from navigating stakeholders’ expectations to managing communication channels to addressing resistance to change. Transformations take time and intentionality. Organizational change management is anything but a challenge to be completed overnight; no matter how badly we may want an instantaneous transformation. 

Our approach at LaMarsh Global guides leaders and aids change practitioners to achieve positive change by identifying and prioritizing the most crucial aspects for successful changes. 

These steps listed below help to act as a path for organizations to follow for a smooth transition from what they currently are to what they would like to be.

Assess the organization’s current state

To know what is necessary, we must understand what already is. The most effective way to begin a transformation is by conducting a thorough assessment of the organization’s current processes, structures, and internal culture. Detailed information about where an organization is, currently, allows team members to access an understanding regarding their current strengths and weaknesses. Gaining an understanding of what an organization currently is can be achieved via anonymous surveys, interviews, and analysis of structural data and processes. It is likely even beneficial to make use of gap management tools, find out more here.

Identify the desired future state

Once we start moving, it’s important to know where we’re going. Whatever business you want to start, have a clear image of its final state! Set clear goals and objectives for the organizational change initiative based on where the organization currently is versus where it should be. In this phase, we must consider the long-term: determine what success looks like not just in the next three months, but in the next three years. Creating a concrete idea of success will act as a guide for decision-making; make a record of your goals by writing them down clearly so that progress is trackable.

Develop a change strategy

Be the person with the plan. Strategy offers a technique for all employees to follow. There are so many organizational change models to follow, but one of the most crucial steps throughout organizational transformations is keeping teammates and employees updated. They should be able to reference the strategy throughout the transformational period. In order to develop an adequate strategy, it’s best to leverage a change management methodology to bridge the gap between the current and desired states. Change management methodology works by identifying actions, timelines, resources needed, as well as organizes jobs and identifies key stakeholders involved in the transition.

Communicate the change

Our strategy is useless if no one knows about it! This is one step that so many leaders overlook or undervalue because as humans we often assume that the people around us know have some inference as to what we’re thinking. Thus, it’s essential that we clearly communicate the reasons for the change, the specific strategy, and expected outcomes; as well as individual roles and responsibilities with respect to stakeholders in order to gain support for the organization’s initiative. All team members should be well-informed and engaged in the transformation. Find out more tips on how to keep all of your employees engaged throughout a change here.

Build team capabilities

Transformation is a time for big growth within an organization. This is the perfect moment to identify skills gaps and weaknesses in teams and assess the need for additional training or support to build their capabilities and successfully implement the change. In general, it’s a good time for teams to mix more than they usually do. By encouraging collaboration across departments, we promote a sense of unity regarding team efforts and goals.

Manage risks and resistance

A functioning system is naturally resistant to change – maybe an organization’s employees like the way things are, or stakeholders aren’t immediately convinced by the proposed transition. These are both common examples of resistance to change. When we preemptively identify change management risks and develop strategies to address them proactively, we’ll already have responses and counterarguments for individuals who question the change. To effectively manage any resistance that arises during this business transformation process we must acknowledge reactions to change and respond to feedback in a timely manner.

Implement and monitor progress

Intentionality and check-ins are tedious but they make all the difference. Consider creating a team to regularly monitor progress toward goals. And remember that monitoring progress is a learning experience; don’t hesitate to make necessary adjustments to the change strategy based on the organization’s experience. Leaders and managers should schedule frequent check-ins and request anonymous feedback on their experiences throughout the transformation.

Sustain change

We’ve all done it. Everyone has made a big change to their life and then has gone back to the original way we do things out of habit and convenience. This is a universal experience, and it can of course happen within a company’s structural change as well! Ensuring changes are embedded into everyday practices increases the likelihood of achieving long-term success as an organization. We can encourage a change’s longevity by continuously communicating about the implementation of the change and measuring its ongoing impact within the organization.

Get more change management tips

If you’re searching for advice on business and organization transformations, download our free Personal Change Workbook, where we ask questions that help leaders and change practitioners prepare their change management strategies.
Whether you’re searching for change management certifications for you and your team or considering outsourcing guidance and extra aid for your organization’s transformation, our experts are examples of what successful organizational change can achieve. They are experienced and waiting to help. Please click here to contact LaMarsh Global’s finest.

Stay up with our news

Join our newsletter. The latest news, articles, and resources, sent to your inbox weekly.