Midsize companies are in the sweet spot for rethinking how to change uncertainty effectively. Here's why.
I am often on the receiving end of these questions. As a futurist, I help people and organizations better understand what’s on the horizon … and how they fit into it. And time and time again, a similar set of challenges emerges: For as much as we like to talk about “managing” change and uncertainty, we are not very good at simply “being” with these things.
The problem lies not with any particular process or framework, but rather in what these management tools exclude, especially how we feel about a given change or unknown, and whether we have developed our mental muscles for uncertainty. Next, rather than jumping straight to “What do I do about this?” ask yourself, “Am I approaching this from a place of hope or fear? What is driving me? What is my orientation to this change? And how might my orientation differ from my teammates or direct reports?” All too often, we experience tension or put up roadblocks because we haven’t shared these things.
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Organize Your Change Initiative Around Purpose and BenefitsIf there’s one thing that’s certain about the future, it’s that change is here to stay. The ability to constantly transform has become a top priority for organizations. Therefore, change management is now an essential business priority that can’t be overlooked or set aside. Leaders need to urgently develop change and project management competencies across all levels of an organization, from employees and managers to senior executives. This article covers the two most important things leaders should focus on in any change project: purpose and benefits. Every successful change project needs at least one clearly articulated purpose. And the benefits to stakeholders must be clear. By using the approach outlined in this article, you’ll see that the level of engagement and buy-in on your change initiative will increase significantly.
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