• Change: Procedures Guide Work Processes

    Business operations function properly when every member of the team knows how to perform the assigned work tasks.  Procedures in written form reduce the amount of information that is lost when individual performers change jobs or leave the company.  Few companies have complete sets of written procedures because people believe that is an old-fashioned idea.  The thought that business moves too fast to document procedures is an excuse.

    Prior to embracing any level of change, your current operation must be documented through a complete set of written procedures.  This effort sounds cumbersome until each person is given responsibility for documenting his, or her, individual role.

    Daily assignments can be changed to the new reality after the procedures have been developed.  Without this critical step, the employees will wander around like a marching band without a cadence.  Change will rest on the development of new procedures that maintain consistent results in the daily operation without interruption.

    Efforts to embrace new products and services will be inhibited if the procedures are not definable before the plans to change are implemented.  Every member of the team will identify the ways in which work duties are performed today and the necessary changes for the future.

    How well are your company procedures documented?

    Leave a comment and join the conversation.

    Thanks for stopping by.

    — Mialei



  • Change: Transformation

    Business history is packed with remarkable stories of companies surviving complete transformation.  In contrast, industry leaders have disappeared as a result of refusing to implement change.  Your business, regardless of size, will require remarkable guidance to emerge from the change process as a strong and healthy entity.

    • Enlist an expert – Contact companies that have emerged from transformational change and ask for references for consultants and experts.  Never trust the consulting firm’s marketing materials about their success stories.  Ask their customers.
    • Create a framework – The company organizational chart must shift prior to entering the transformation process.  New roles must evolve quickly to support the operation in both forms.
    • Build a plan – Long-term plans will be required to set the course for the entire organization to follow.  Every stage must be documented clearly to avoid obstacles that emerge without planning.
    • Execute the plan – Every aspect of the written plan must be completed to ensure that the results are achieved.  Reaching the new reality is not possible if the plan is not executed.
    • Monitor results – All good business plans have milestones clearly indicated on a calendar that is designed to guide the transformational process.  Adjustments must be made in response to the results.

    Contingency plans are an important part of every plan for long-term change.  Your ability to recover from the unknown obstacles that you will encounter along the way.  Anticipate problems that arise to prevent surprises when troubles surface.

    How will you manage change in the coming months?

    Leave a comment and join the conversation.

    Thanks for stopping by.

    — Mialei



  • Change: Create Belief

    Implementing change is the most challenging aspect of leading a business in the Internet age.  Rapid evolution in technology drives every entity to move quickly and take risks that the next change will be timed correctly.  Leaders in the 21st century know that one misstep can lead to disaster for entire industries.

    Consider the importance of your role as you:

    • Address fears – Change will cause unexpected reactions in your organization.  Jobs are scarce and people do not want to be unemployed.  Your ability to communicate the value of each person will improve your employee retention rate.
    • Define changes – The importance of open communication cannot be overstated when you are moving from one set of procedures and processes to a new way of operating.  Specific answers to questions must be developed to reduce ambiguous direction.
    • Hiring to your new reality – Everyone who joins the organization must have skills that augment the effort to operate under the new business model.  Skills acquired through hiring provide training to existing employees.
    • Balancing the triangle – People – Customer – Business – Change processes cannot impede the balance of the business triangle.  Good decisions will maintain this balance through careful evaluation of every choice.

    Employee involvement makes change easier to implement in any organization.  People want to feel as though their opinions matter in the workplace.  Great ideas come from the most unlikely sources when everyone is allowed to offer suggestions.

    What is your experience with change in the workplace?

    Leave a comment and join the conversation.

    Thanks for stopping by.

    — Mialei