The Change Journey
Organisations and businesses are always evolving in order to adapt to changes in their industry and environment. Change is constant – and it means we are on a continuous and persistent journey of learning and development. There is no point at which we are ‘done’ with professional – or personal – growth.
Here at The Change Executive – we believe this is a wonderful thing and it should be embraced, rather than feared. Professor Carol Dweck’s research on this topic shows that our mindset directly impacts our ability to succeed. In a fixed mindset, we believe our qualities to be unchangeable – which means we focus on proving we are right, rather than working towards getting to right through learning from failures. However – if we adopt a growth mindset, and view failure as an opportunity to learn – we can enhance our abilities and achieve better results.
The mindset we choose impacts how we approach problems. In a growth mindset, we believe the solution is possible – we just haven’t achieved it yet.
This is how our Change Navigators work. We choose to see change as a journey full of possibilities – and the process of getting there is all part of the fun. We also help your organisation adopt a growth mindset, so your team can reach their full potential.
So how do you ‘lean-in’ to complexity, with the speed and agility necessary to pivot in a changing context? The key is to identify where you are on your change journey – and map out a path to get where you want to be.
Do you see yourself, or your organization, in the cycle below? Wherever you are on your journey is where we start with you.
Ignite
- Team is set in outdated practices and processes – change is needed to stay relevant and adapt to new challenges in the industry.
- Increasing operating costs – change is needed to lift and maintain performance, while finding ways to reduce outlays.
- Losing business – change is needed to increase retention as well as loyalty – and stop clients from leaving or going to a competitor.
- Poor workplace culture (staff engagement low, silo-based leadership, high attrition rates, bullying claims) – change is needed to boost morale and encourage greater collaboration.
Navigate
When you’re are at a fork in the road, or working through a new challenge
- New acquisitions or restructured team – change is needed to integrate smoothly and successfully
- Changing environment – change is needed to assist team who is struggling to keep up with evolving demands
- Rapid growth – change is needed to help business scale and implement structure (without it becoming too bureaucratic)
- Stage fright – a clear strategy has been outlined but change is needed to implement it
Accelerate
When things are not progressing, moving too slowly – or there is a need for urgency
- Evolving expectations from customers – change is needed to implement processes and initiatives that satisfy customer demand
- Technological advancement – change is needed to keep up to date on latest technologies while meeting the demands of the business
- Resistance from within – change is needed to get team on board with what is required and encourage progress
- Higher return on investment – change is needed to achieve more with current outlay and grow business potential
