The art of change management – Being a catalyst for change

Over the past 10 months, businesses have been exposed to abrupt wake-up calls for change. Fundamentally, as we continue to move through this recession, the signals surrounding change and the instinct to meet the new requirements within the global economy are strong. Today, most businesses are catching up to the need to institute positive change.

Many examples of attempts to change in this day and age exist – from the potential mergers within the automotive industry to the consolidation of many financial and banking institutions. Out of all of these recent ‘changes’ however, one fundamental question exists. Are these ‘changes’ too little too late?

The short answer is no, as long as the ‘change’ is successful.

ManagementHelp.org states:

“Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through life cycles. For organizations to develop, they often must undergo significant change at various points in their development. That's why the topic of organizational change and development has become widespread in communications about business, organizations, leadership and management.”

Employees in general and Marketing and Human Resource Professionals in particular are always positioned to bring about some sort of change; however small or large, and especially now in the current state of world we live in. This change could involve changing the basic fundamentals of a specific task to become more efficient, or revamping and repositioning the brand image of an organization. Either way, people in general and organizations in particular that do not change can potentially suffer consequences.

Individuals or ‘catalysts for change’ under change management are all over business – developing, redeveloping and refining marketing plans, basic processes and methodologies and the management of employee relations. How can one identify the true ‘catalysts for change?’ The article ‘Are you a Change Catalyst’ by Manya Arond-Thomas provides a guideline for identifying those individuals who are ‘change catalysts’:

1. Do you take your discontent as information that something needs to change?
2. Do you take your complaints and transform them into constructive criticism and suggestions for improvement?
3. Do you personally lead change initiatives or wait for others to do it?
4. Do you continue to advocate change even if you meet resistance or opposition?
5. Are you willing to tolerate the discomfort that occurs in the transition from the old to the new?

Overall, this sounds like most Marketing and HR professionals – considering that these functions are essential to driving the overall strategy of an organization.

Do you feel you are a change catalyst?