How do we create real impact in business?
It begins with change, because we can’t create anything differently if we continue to do the same thing.
To put that change into effect, it requires action, which is the next step in creating impact.
And in taking that action, we aim to drive desired results.
Impact = Change > Action > Result
So, how do you generate change, action, and results in your business?
“Insanity: doing the same thing over and over again and expecting different results.” Albert Einstein
The word change makes many of us run in the opposite direction, resisting it with every ounce of strength we can muster.
But change can be a great thing if you think about it. Moving house, changing jobs, and having a baby are all examples of big change, but they’re also positive, right?
So why is it that change in the workplace is always a little more difficult to handle?
If a business wants to continue to succeed and drive results, it needs to embrace change wholeheartedly.
When a new manager enters a business and completely switches things up, most employees can be resistant to that change, because it’s unknown to them, which means learning a whole new way of operating. This can make them feel hopeless, and like they’ve lost control – which is why it needs to be implemented and executed in the right way, to ensure morale remains high.
But. doing things the same way you’ve always done them will only produce the same results. And if you’re a business that desires to have the biggest impact you possibly can, then you want to continue producing bigger and better results quarter to quarter, and year after year.
Change is required to take you to the next level, but you’ve got to be prepared to step up to the plate and play.
It might be something as small as a change in an employee code of conduct, an office face-lift, new procedures, or even a whole new software program. All of these changes can be great for driving bigger results, but change needs to be carefully managed in order to succeed.
It’s the leaders in your business that are responsible for managing these efforts, so that any negative impacts are minimised to employees, and therefore your business.
The next step is turning change into action. All the thinking, talking, and planning in the world won’t help anyone, unless it’s turned into action.
Be prepared for questions on whether your proposed changes have been tried or tested previously, and what the outcomes were. Your team will also need to know who to go to for assistance with any issues that may arise during the transition phase.
The leaders in your team will need to be prepared for a wide possibility of questions, and know what the step by step course of action is.
Questions including, “who do I go to for help?” and “what happens if this doesn’t work?” and “How long should this take to be completed?” are all just a few of what’s to be expected.
It’s vital that every step of the roll-out of any new procedure is carefully planned, and communicated to everyone involved. A timeline for the implementation of the changes should be strategically drafted, executed, and adhered to as best as possible.
For example, if you’re planning to change the software program used in your business, then it would make sense to arrange training on the software before the new software gets rolled out and installed on computers.
So, organisation and planning will be vital to ensure the changes are made with as little disruption as possible. Implementing change without a logical order can cause unnecessary disruption and frustration for all the people involved.
It’s likely that one or more employees may be resistant to the changes, and leaders will need to know how to deal with this effectively. In the most extreme case, an employee may need to be replaced for the success of the business.
As action starts to take place, evidence that these changes are positive can come to light, and this builds momentum; which will help inspire others to embrace these changes and see them in a positive light.
After action has been successfully taken and widely adopted, the next step will be to refine the changes by making tweaks and improvements to make your change even better.
This continuous improvement is what is needed to keep you ahead of the game in your business.
After action comes the much-anticipated results. The effects of the changes implemented need to be monitored consistently to assess how the changes are working, and if the results delivered are what was expected.
If things didn’t go quite to plan, then this needs to be acknowledged by management, and adjustments or even a new plan of action should be made accordingly. This kind of trial and error is all part of building a successful business from the ground up.
If results were positive or even exceeded expectations, it’s important to take some time to celebrate those achievements and the progress made within your organisation. This helps create a positive culture, builds momentum, and encourages employees to be fully participative and on board.
And this cycle of change, action, and results can be repeated over and over again, to create real impact in your business.