How to Deal with Change – The Easy Way

shutterstock_111462035Being in the IT industry I am at the forefront of change. Changes in what is available, changes in business practice, changes for employers and changes for employees. So in short for 32 years I have been deeply involved in change from one aspect or another – but change in itself has many, many issues.

It is generally not the change itself, but the actions related to the change that cause so many issues. Some of these side effects are:

  • Cost
  • Staff limitations
  • People not pulling or working together for the same end goals
  • Lack of planning and or preparations
  • Lack of Clarity in expectations
  • Lack of depth in review.

Plus many more.

As for me change is easier said than done. So the question is how we can implement change without much pain?

Begin by clearly defining the proposed change. Make sure all those involved are very clear in understanding about this change. This does not mean – telling them, but interactively sharing with those involved. Invite those involved to consider or reveal any possible side effects that may occur due to the change. Do not dismiss this information – this information can be golden key advice. In fact, every time you hear of a change gone wrong, someone always says “I knew”, “If only they had listened”, “Why did they ignore” Etc. So listen, consider and make sure you have brought these ideas into account.

changes-ahead-exit-signMake sure the time to implement the change is agreeable to all. Double check your costing, by 2 different people. It is easy to forget a cost. These costing should be reviewed with the reported side effects.

Action plan for implementation of larger plans – Dont be afraid to really get down to nuts and bolts here, and remember if you want a smooth transition – don’t rush the actions. Be time, cost and human aware.

Plan for difficulties, e.g. sickness, miss performing equipment etc. It always seems that the timing of problems is always the worst time – and it is this way due to not planning for down time. So bring this into your plans.

And Finally – Never work from Anger. Never make changes in panic and anger. This generally leads to far more issues and in the end you are in crisis management.

 

Cate Schafing is a successful Australian business woman in the IT field serving as CEO of Accede Holdings Pty. Ltd. makers of Ezymeetz, ICE and Virtual Gym. She develops innovative new technological products as a programmer and entrepreneur. In gratitude for her success her company supports NFP’s by donating $5000 per month in programming time for NFP’s requesting work.

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