In part 2 of our Leading the Change Series, we examine how to create a culture where change management is applied to transform a whole organization into a resilient and time defying organization resulting in growth. This innovative culture entails recognizing the need for change, having a clear vision, embracing failure, accept innovation, embrace technology, and being agile.
Understand The Need For Change
The first and most important step is believing that your company or organization requires an overhaul, be it in technological or strategic terms. Many managers a
nd/or organizations become stagnant, looking at their profit bottom lines, thinking that no one will ever catch up. However, this is not the case, and with the advent of technology, smaller players are taking over far bigger ones since they can now rig the game. Leaders must be willing to listen to employees asking for change or external indicators showing that it is time for changes to be incorporated to stay on top of the game.
Making A Clear Strategy
Having a vision is of utmost importance when discussing change management aimed at creating a culture of innovation and its acceptance. Therefore, a deep understanding of the organization's working and thought process is required. It is fine if a change can be readily
implemented due to a specific culture. However, if something that needs to be implemented is against the flow of the current culture, far more planning is required. This planning includes a vision and a strategy coupled with course-corrected feedback that allows one to demarcate roles and results. Transformative growth in a company can only result from a clear definition of starting point, roles, path, and result.
Empower Employees
The 2013 Culture and Change Management Survey by PwC found that 84% of its 2,200 participants considered culture critical to business success. Therefore, the effect will be long-lasting if you change the culture and make it more welcoming to change rather than changing the employees. Therefore, mistakes and risks (calculated though) should be encouraged, and failures should be seen as learning curves rather than points of shame. It would help if you had an army at all levels to incorporate innovative-based change, and there is no better way to work than when everything is running as per routine.
Building A Culture Of Innovation Acceptance
Creating a culture that fosters innovation necessitates a substantial shift in
attitudes and actions. Employees must be motivated to take chances, try new concepts, and understand their errors. Leaders must establish a secure environment for innovation and ensure workers feel authorized to present their ideas. Additionally, they should acknowledge and incentivize employees who add to the organization's inventive environment.
Embracing Technology
This is the most important factor to make or break all boardroom planning. If you or your organization are not willing to trust technology, be it small or large, there is no room for an innovation culture in said organization. Leaders should also foster avenues for teamwork and knowledge exchange, both internally and externally. Such collaborations can spark game-changing ideas and innovative approaches that help drive transformative growth. Furthermore, if it is understood that technology will play an important part in the organization's growth, the players will also adapt to it.
Adapting And course Correction
One of the final hurdles in becoming an innovation-welcoming culture is the lack of adaptability of the higher echelon or the organization itself. This can be done through minor course corrections over a period of time-based on employee/player feedback that incorporates the innovation in question. Getting proper feedback and then re-strategizing your gameplay is one of the most important aspects of change management. Companies that adopt an innovative culture are more adaptable and better equipped to navigate the ever-changing market landscape with greater resilience.
Remember to share positive feedback and suggestions for improvement or risk alienating teams. A LinkedIn survey found that 69% of workers would work harder if their efforts were better recognized. Employees who do not feel appreciated for their ideas will struggle to find the motivation to innovate successfully.
Does your organizational culture encourage innovation?
In conclusion, you must ask yourself if your Organizational culture welcomes change and technological innovation. You can take a short survey to see how your employees feel. However, if it does not welcome innovation, you need to change the foundation of the organizational thought process. To cultivate a culture that embraces innovation and sustains your organization, your leaders must take proactive measures.
To develop the skills, strategies, and techniques that will drive your organization's change leadership capabilities that involves understanding the need for innovation, clear-cut strategy with marked milestones, empowering employees to see change as a helping hand, building a culture of innovation acceptance, adapt as an organization and constructive feedback. This is easier said than done, but it is better to start believing in innovation through change management now rather than getting left behind.
However, all originations that embrace change don’t get to do this in one day but rather than navigating through a path of complexity and uncertainty. A detailed discussion on the following topic is next, where we tackle the hardships that come along with change management and a culture of innovation. You can go through the blog "Leading through complexity: techniques for navigating uncertainty and ambiguity" for more insightful knowledge.
References:-
Comments