Unpacking “Change”

Who Gets Change Wrong?

Business leaders often advocate for change. But quoting Inigo Montoya from “The Princess Bride,” you might say, “You keep using that word. I don’t think it means what you think it means.” Let’s delve into why the term is commonly misused and how to correct it.

Why the Confusion?

Firstly, leaders tend to use “change” as a catch-all term that can mean various things: technological adoption, process optimisation, and even organisational culture shifts. This vagueness muddles people’s understanding, leading to poor execution and scepticism.

Is All Change Good?

Change isn’t inherently beneficial. Mismanaged or unnecessary alterations can lead to chaos, employee dissatisfaction, and decreased productivity. People benefit from understanding not just the “what” – but also the “why” behind the change.

Methods for Effective Change

Here’s where we get into the nitty-gritty. Often, businesses employ a standard set of methods to implement change without considering if those methods are relevant for the problem at hand. For example, you wouldn’t use a software development method like Agile to manage organisational restructuring, would you? Tailoring your methods to suit the specific change is crucial for success.

What Should Leaders Do?

Leaders need to be explicit about what they mean by change, why it’s necessary, and how they intend to implement it. By setting the stage clearly, they can work towards effective solutions and bring their teams on board.

Key Takeaways

1. Clarify the term “change”.
2. Evaluate the necessity and impact of the proposed change.
3. Choose your approach carefully, considering the relevance to the specific change at hand.

In short, let’s not misuse or abuse the term “change.” By being clear and methodical, we can steer our organisations in our desired direction.