Changing an established routine is never easy, as all leaders know very well. The world is changing so fast that we often cannot even admit there is need for change; but, evolution will not wait. Companies are then left with no choice but to adapt to the new game rules. Why is it not as simple as we imagine? Do you suppose, like the Leading Effectively website, that quick transformational changes and trivial plans to change just do not work? What are other causes of problems?
1. Tunnel vision
It is said that it is important to keep up with the times. Firms furiously monitor their surroundings in an attempt to capture signals that indicate the right direction for their business. They just look forward. Many of them, however, fail in fairly fundamental things related to further development, such as culture and organization. Therefore, they need to find new ways of doing things, not only in terms of further development of the company's business, but to focus on new ways of cooperating and organizing work within the company. If teams are inflexible and communication flags, a positive effect can hardly be achieved.
2. Skills are not enough
Change requires a complete mindset transformation, not only in terms of the benefits of new skills. Companies often promote the skills development of their talented leaders. Consequently, they rely too much on human resources and their ability to face change with individual skills development. Therefore, it is necessary to develop both the individual and, especially, the collective skills and mindsets of leaders.
3. Rigid structures must be identified
A staunch hierarchy, rigid status, authority, firm control. All this, though it often remains unspoken, may hinder the organization in deliberate and often necessary changes. The essential step is to detect these rigidities and remove those that are obsolete and unnecessary, and that are contrary to objectives and the way forward.
Organizational changes require changes in culture, organization and re-setting mindsets of leaders. Managers who face organizational changes at the same time also experience difficult personal transformations in their own and in collective abilities. So let us stop calling these soft skills, because transformation in ways of thinking and acting is pretty hard stuff.
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