How to Affect Change(Part II)

The above technical change differs significantly from a cultural change which represents an entirely different set of dynamics.  There is an old saying if you want to compete today, invest in technology, if you want to compete tomorrow invest in people.  The reason is simple, capital and technology investments have a unique absence of personalities.  Some would say that life would be easier without such personalities but they do add value despite the required investment in time and human energy towards shifting the culture of an organization.  That's right, we are talking about a cultural shift.  For all the emotionalism that comes with cultural change, so too do improvements in the relationships attached internally and externally.  Unlike capital and other technology investments, human nature is non-linear.  Unexpected shifts in human behavior in response to change can put an organization on lock-down, forcing leadership to make unpleasant decisions.  Such decisions can result in loss of intellectual capital, meaningful relationships with clients and disrupt the infrastructure.  Yet, in such scenarios, staffing changes can be an organizational imperative.  Leadership must lead, or assess their ability to do so and possibly make even more personal decisions regarding the choice to continue heading up an organization.

Leaderships role is to set the tone for change.  Creating a clear direction under their vision is critical.  Expectations must be established in order to fully and effectively implement change.  Communication needs to be unified and adhered to, in order to ensure continuity.  Checking in with departments following an organization-wide message(delivered initially by the CEO) is essential.  The departmental leaders will be responsible for oversight of the execution of the message.  Reporting upward, managers and directors will have used tools to assess progress as they set milestones; where in most cases have initial benchmarks (this is especially true when technology is part of the change) will be a prerequisite.  Tools come in the form of research, procurement training, consultants etc.