For companies, they also need three things to achieve their goals:-
1. Dream 2. Team 3. System which involves good working habits, boldness, enthusiasm and empathy for others, and emotional intelligence (esp. interpersonal and intrapersonal sociability).
Building success means we have to thrive on change. Changes are necessary because of increased competition, technological improvement, instantaneous communication and demographic and psychological changes. The key-points to succeed in change means while we maintain fundamental principles, we must discard old sets of beliefs and strategies that have helped you to get to where you are, and adopt new strategies.
Belief Cycle involves beliefà focus (goal)àMeaning (Thinking)àEmotion (Feeling)àActionà Results (Success) --.Belief.
When every new year comes, many companies are planning improvements. Improvements mean change, and even positive workplace change is often met with resistance at many levels. Before resistance can be overcome, it must be understood. The following article discusses some common reasons behind resistance, and tips on how to successfully implement change.
Mergers. Takeovers. Technology. Restructuring. Relocating. Regardless of what form it comes in, many people shudder at the thought of change in the workplace. Resistance to change is such an issue in the workplace, in fact, that an entire field of study has been devoted to it. Change Management, or Human Re-engineering, as it is unfortunately often called, is one of the major issues facing employees and managers today.
Resistance to change is encountered every day in boardrooms, offices, and on factory floors. It is not an isolated 'employee problem', but a reaction that has been ingrained in all of us. It affects not just staff and management, but also customers, suppliers, even family and friends. Instead of simply brushing the conflict aside in hopes that it will disappear, people should consider the causes behind it, and the consequences that it is having on everybody connected to the organization. There are many reasons behind resistance, including:
• Fear of the Unknown: It is a natural instinct in many people to fear the unknown. It is normal for people to worry that they won’t be able to learn a new skill or way of doing things.
• Self-interest: People who profit under an old system often don’t champion a new one.
• Devaluation: Employees, and even managers, may feel that their value or status is being reduced in scope due to the changes. This prompts a natural defensive reaction to the perceived threat.
• Differing Perceptions: Employees who work on the shop floor will see the company differently than those in the sales offices or in administration. Depending on their own experiences and views, people will react to change in various ways. Some will truly believe that the proposed change is wrong for the company
• Habits and Routines: As the saying goes, old habits die hard. Many workplaces have operated under one system for decades. Convincing staff to change their ways can often mean changing something that they worked hard to master and is now second nature to them.1
Somewhere along the way change has gotten a bad rap, synonymous in the workplace with uncertainty, layoffs, and general chaos. What is often overlooked is that lack of change can lead to instability as well. In this age of global competition and advancing technologies, no organization can afford to remain stagnant. In a perfect world, change would be a harmonious and accepted process that carries no negative consequences. In reality things are not always so simple.
As Albert Einstein once observed, "There is only one constant in this universe, and that constant is… change". Thus, the question is not how to eliminate change, but how to facilitate it and make it a positive experience for the company.
Steps can be taken that will help smooth the path for positive workplace change. There are three key factors to successful change:
1. Empathy: Those implementing the change must always consider the effects it will have on others. Sometimes solutions can be found that will avoid negative effects on the organization and those connected to it. People don’t tend to resist change just to be difficult; there are reasons behind their reactions. If you put yourself in their position, you'll probably find that your reaction would be a very similar one.
2. Communication and Participation: Whenever possible, staff should be involved in the process, and be made aware of the reasons behind the proposed change and the benefits it will bring. In an organization with hundreds of employees or multiple locations, this may not be an option. Regardless of the size of the company, change should be an open process, rather than one that occurs behind the closed doors of management offices.
Time: When change is introduced gradually, it is more likely to be accepted. Isaac Newton stated that every action has an equal and opposite reaction. This law of physics can be applied to the field of change management: if change is quickly and forcibly implemented, the resistance it meets will be great. If it is introduced gradually and carefully, it won’t provoke such a negative response.
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