Secrets to sustainable change By Susanne Jacobs

Change is inevitable and necessary for survival and progression. It happens and we can’t avoid it, but if we embrace it and look for the opportunities that also come with change, we can take advantage of all that’s within. It is no different at work but change often fails simply because people are not put first. Whatever the change, big or small, it is vital that those affected, both directly and indirectly, are put as number one on the list of priorities. They should be kept informed and have the chance to contribute both their ideas and concerns.

‘Change is the law of life. And those who look only to the past or present are certain to miss the future’
John F.Kennedy

Whilst we will all be familiar with the change curve as it swings from denial to acceptance and enthusiasm, how many of us start first with the human side before starting a change project? Change is predominantly emotional and it is these emotions that will drive it to success or failure. Initial time in preparation for every area required to make the change happen is invaluable. Also vital is the communication from day one about the idea and/or the need for a change, with those that will be needed to make it happen. No software package or powerpoint flow chart is going to support the emotional transition or the human reactions nor will they manage cultural alignment or shift. What it takes, is measured, careful, circular communication alongside other forms of critical support such as coaching

It is estimated that 70% of all projects within organisations fail. In a survey carried out this year by the Corporate Research Forum, looking specifically at restructuring less than half the respondents claimed that managers completely or mostly understood the risks and impact of restructuring on people. The consequences of not ensuring the people piece is forefront of strategy and a thread through every element of a project can be disastrous with a direct impact on the bottom line.

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