by Jonathan Jones
The one constant is change. Almost everything changes over time. People get older and hopefully wiser. Children develop rapidly. People change positions. New generations enter the workforce. Older generations retire. Technology advances. Some jobs and positions become obsolete. Change is as universal in the workplace as it is in nature. It’s natural.
Organizations with change-management methodologies have tended to do better during the outbreak of COVID-19. They have been able to pivot faster, make adjustments, and move forward. They have created a new normal until the next change occurs, whether it is positive or negative. To develop a sense of normalcy, one needs to accept change as a natural part of life and consider embracing change as a strategy.
In a strong corporate culture, the things that shouldn’t change are solid core values and operating principles. What survives in times of trouble are the strategies, people, programs, products, and services that align with those values and operating principles. Developing and executing a robust change-management process allows strategy and improvements to be implemented faster and more successfully. Improvement is a planned change. The result is a new normal.
The same is true when unexpected changes or challenges such as COVID-19 occur. In this case, the change management plan takes the form of a crisis management plan. Such a plan is just another form of managing change. In a crisis, difficult decisions are easier to address when they align with defined core values and operating principles. These are the same core values and principles used to create growth. Embrace change and plan for it. Instill that attitude into your culture. As a leader, you have the power to impact your future and make the most out of any situation.
Jonathan Jones (Jonathan.firstname.lastname@example.org or 314-608-0783) is a CEO peer group chair/coach for Vistage International.