Effectively Managing Organizational Change
By Ron Wastyn, Ph.D., Vice President, Senior Leadership Consultant, Wastyn & Associates
Many years ago, I complained to my mentor and college advisor about some things happening at work. He told me something I remember to this day: I was observing change being done to me rather than with me.
I think we all experience having change forced upon us, perhaps sometimes too often.
As we face uncertainty in our organizations and lives, we need to reflect on the nature of change. We must realize that change is inevitable. As the Greek Philosopher Heraclitus observed around 500 B.C., “The only thing that is constant is change.”
Organizations that fail to adapt to these changes and keep up with advances in society fall behind or become extinct. How can you face change within your organization and work with others to help them face change?
1) Work with your people on change.
Often the people closest to your work have the answers to problems the organization faces. Rather than dictate to them, put yourself in their shoes and ask how you would want your supervisor to treat you during a period of change, stress and uncertainty. Involving them allows change to happen with them not to them as I experienced. Too often we create a dependency on people in authority to have all the answers. When this happens, others do not step up with their solutions and ideas which may prove better than you could imagine! People will also work harder to implement solutions that they helped develop because they have a vested interest in their success. To get people involved in change, create an environment that encourages people to speak up and engage in problem solving and solution generation.
2) Create a Learning Culture.
To adapt successfully to societies changing needs and ever-evolving technology, we need people who continually learn and grow professionally. When you fail to involve people in change, you do not create a learning culture. Organizational learning serves as a critical factor to long-term organizational success. So, ask yourself: is your organization committed to learning? Does it support professional development? Do your supervisors and colleagues reflect on why something failed or succeeded?
If you believe your organization can improve in these areas, contact us to customize a program that work for you.
Ron Wastyn, Ph.D., earned his doctorate in rhetoric and communication from the University of Pittsburgh. He served on the faculty at St. Ambrose University for 25 years teaching in their Master of Organizational Leadership Program before retiring in Spring 2022. Ron now serves as the Vice President, Senior Leadership Consultant with Wastyn & Associates.
