Changing for Productivity

The New Year is here and many of us start out by trying to implement changes in ourselves and our environment. Let’s say you have found a new way of doing things that is much more productive and you want everyone else in the organization to implement this method. Not near as easy as it sounds according to an IndustryWeek.com newsletter; there are far more failures than successes when companies try to implement lean manufacturing. I believe this can easily translate to any new more productive method of doing things. The newsletter goes on to suggest that most of those failures are the result of the absence of sound change management strategies and skills.

I cannot tell you the number of times I have heard it said ‘people don’t like change’ but it has been my observation that change is often welcomed by the people who initiate it. Think about that for a minute. I know I have no problem implementing a new way of doing things if it is my idea. There is a lesson in that. Where ever possible those that are directly involved in doing the task need the freedom to determine how to do it better and then within certain parameters implement the change themselves.

Alas it isn’t always that simple or that easy. For those times when change is dictated thank goodness there is a process that can be followed to minimize the negative impact. For those of us that need to lead that change management there are a ton of resources on the internet. As a starting point you might want to check out this ‘Change and Innovation Template’.  Based on the Morgan Buying Facilitation Method, it is a series of facilitative questions designed specifically to help begin the process of change and innovative decision making.

I attended a workshop on change management a while ago put on by a local company, Synergy Workforce Development. I found the workshop quite useful because it identified 6 predictable stages of concern that people go through when presented with organizational change. Understanding these concerns allows you to develop a clear process for managing them. For more information you might want to check out the Synergy White Paper on Change.

Productivity is a measure of how much – work, time, effort, money, or energy – you have to put into something to get the desired outcome. For more tips and tools on how to get more productive please visit Blue Collar Consulting Inc. at http://www.bluecollarconsulting.ca/

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About Janet, doing it better.

I grew up and still reside in Northern Alberta. While I have numerous interests I am passionate about the Peace River region, its innovation, its people, and the creative spirit that envelopes us all.

Posted on January 4, 2012, in change management, employee performance, performance management, productivity and tagged , , . Bookmark the permalink. 1 Comment.

  1. I have found over my career in manufacturing management that people do not resist change as much as they resist “being changed”. People know from their own lives that change is inevitible, but we all want to have some input into the planning and implementation of changes that affect us directly. As with many other things in management, the quality, frequency and usefulness of communication about change is vital.

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