Business Change in Challenging Times

In times of geopolitical turmoil, escalating interest rates, sky high utility bills and labour pressures, there is one thing we can all agree on; the business landscape is particularly challenging and uncertain right now. In this article Mark Patterson, Change Architect for Marbral Advisory, reminds us to get back to basics to help navigate change successfully in this climate.

Considering current pressures, there may be a temptation, or indeed a necessity, to change something. More automation to reduce costs, changes to a system to work more efficiently, reworking processes or ways of working to increase productivity. All good solutions, in principle.

Recently, we held an event where our attendees - a mixture of business leaders, management, and technology staff - were asked if they had been involved in a business change which hadn’t produced the expected results. The majority of the room held their hands up. Hypothetically then, if we asked this question again in five years’ time to an audience of the same demographics, a similar show of hands could have even more gravitas given current conditions, where a wrong option can have resounding consequences. All this highlights that we need to get our business change right, and now.

So how do we pick the right option? Unfortunately, there’s no all-encompassing answer, but we can take an opportunity to remind ourselves of some best practices to allow the change a greater chance of success…

Slow down, take a step back

Given pressure that may be coming from factors already discussed, sometimes the easiest, quick-win option can seem the most appealing – particularly when it is the option favoured by senior stakeholders. It can present some positive news and favourable numbers.

However, we must resist this impulse for short term gain over long term, where possible, and ensure all options have been analysed in depth. Even if that means challenging views from higher up.

There’s a tendency to jump straight to a solution which might very much solve a problem, but by doing so leaves a solution - that not only solves the problem but also adds further benefits – completely unexplored.

Share, share, share

Communication is key – a fundamental not just in change but across many (if not all) business functions. So why then do we often see change sprung on colleagues, who must then attempt to adapt? How often have we been in this situation ourselves and thought: “This is the first I’ve heard about it?”

Human beings are creatures of habit. In our workplace, where routine and familiarity make important contributions to our mindsets and performance, change can be labelled as particularly ‘scary’ or ‘unsettling’.

Poorly communicated change can lead to a disconnect between those delivering it and those it will affect, who may not agree it’s the best approach. In these scenarios, people often revert to their default learned behaviour, or in other words how they did things before the change (or as close to it as possible). There’s a little rebel in all of us!

We’re much more likely to see success when those affected by change know what’s coming, and how they will be affected.

Talk to those in the know

Dovetailing with the above, often our best source for ideas for change, or even full solutions, are those colleagues already performing the function.

Facilitating an environment for shared ideas not only generates options, but also empowers those providing them and ensures they are part of the change. Those who put forward ideas and then never receive feedback on why their idea wasn’t taken forward, or those who aren’t given any further role to play in the change, are understandably more likely to be disengaged.

Make it wanted, happen, and stick

Making change happen is the ‘easy’ bit. None of the above is anything we haven’t already heard. However, it is easy to lose sight of the fundamentals in the implementation and especially when faced with pressure.

If we can start from a position where change is wanted within the organisation, because we’re open with colleagues, they’re involved in the change and/or they’re fully informed, then we’re on the right path to making it stick.

Marbral Advisory offers change and advisory services, e-learning and training courses to help clients plan, lead, drive and embed change in their organisation.  Get in touch to talk through your requirements: hello@marbraladvisory.com