Our organizational experts say managing change is no longer enough and explain how your company can become change ready.
Since 1990, organizational development has focused on the organization’s capacity for managing change, i.e., how managers can be better change agents, leaders, and managers of change.
With the rate of change today at its fastest in recorded history, managing change is no longer enough. Instead, we must begin to create change-ready organizations that can respond to change in real time and come out better for it on the other side. Change readiness, it seems, is the new change management.
Rather than just one facet of an organization’s capabilities, change readiness is the coordinated integration of many factors and abilities, including the culture. Consider these questions, each from a different discipline, with your organization in mind:
- Does your organization have a continuous improvement mindset?
- Are innovation and learning valued and rewarded?
- Is leadership respected and trusted?
- Does your culture reward or punish risk-taking?
- Do senior leaders model agility and flexibility?
- Does your organization have a dominant change preference, and how does that impact the way change is framed and understood?
- Does your leadership respond appropriately and lead effectively in a crisis?
Although each question provides a window into how change ready your organization is, it’s only when all these perspectives are considered as a whole that your company’s true change readiness can be revealed.
Links to all posts in this Organizational Change Readiness series:
Part 1: Are You Ready For Change?
The posts in this series are adapted from “Change Readiness” by Chris Musselwhite and Tammie Plouffe, originally published in American Executive.