The world of work is changing, we are all talking about it. What used to work is definitely not working now… command and control are out of the window, and my generation have become some of the top change catalysts in organisations today.
However, when it comes to creating change within organisations many are still trying to “manage” it, tell employees what they need to do, or just introduce technology or move boxes around like if it would really fix the bigger issues. In the corridor you hear people moaning, saying “not this again”, “here we go another change programme”.
Sound familiar?
So how can we remain innovative, create change, and transform to meet future needs? How can we take employees with us instead of dragging them through change?
Let’s change the way we think about change.
I love using a whole systems approach to change, yes, I know it is not a new way to look at change, but I do think sometimes if we go back to basics there is a timeless charm about this type of approach. Why you may ask?
Wholes systems change works in today’s world for a variety of reasons; I’m going to give you 5:
1. You are involving the whole organisation in the change process from the start, which means employees are engaging, debating, and launching ideas out there from day 1. Really truly bringing them along with you.
2. The resistance to change is worked on together as a group. If possible, if you start with a whole system in the room diagnosis, you will be amazed at how resistance, tensions and the whole organisational dynamics can come alive and worked through as a group.
3. You don’t forget about the big picture. Sometimes we are so eager to fix a right now problem, that we forget that one action can have a ripple effect to the rest of the organisation or even to the longer term version of the organisation. Having everyone in the room means you don’t accidentally forget how a change within IT let’s say, will affect production. You all work together and keep the big picture in mind.
4. Effective communication channels are established. Yes, not everyone may then actually take part in the implementation; however everyone will still need to be communicated with throughout the process. By having the whole system (whole organisation) or a microcosm of it (representative sample) you can adapt channels to be the most efficient depending on what each group needs.
5. You are learning as an organisation how to better create change. Individuals learn best surrounded by others who challenge them, bring different ideas and have diversity of thought. You are building your own capability within this way, transferring skills across the entire organisation and even if something doesn’t go quite as plan, you learn together and overcome it together. Not only is this invaluable to the whole process, but also creates a much deeper commitment of those involved.
Whole Systems may be a new terminology for you, but I just want you to think of it as a holistic approach to creating change, innovation and transformation. Where instead of having to come up with all the answers yourself you can listen and create business success together.
Are you ready to get started? Looking for support to get going? Have a look at my free webinar:
http://transformingchangeworkshop.changedifferently.com/what-is-whole-system-transformation/
