Building an Organisation – Wide Capability for Change

Organisation-wide capability for change means the skills and confidence to lead ourselves and others through the transition from current to new ways of working. Never has this been more important. The volume of change taking place in all our places of work has never been higher.

This volume is the result of internal and external forces for change:

• Strategic decisions should be made to do things differently, including focusing more on customer experience, ensuring more efficiency, and controlling costs.
• Externally imposed changes, including changes by technology companies to the platforms we rely upon; market changes as customers compare our products and services to others and demand more  – look at how the transparency of the delivery experience from Amazon has changed how other organisations have had to play catch-up and add functionality that lets us track the moped delivering our takeaway food or the progress of an application for insurance.

Benefits of Coaching and Training when Building an Organisation-Wide Capability for Change

If you have any role in change or transformation within your organisation, you will benefit from ensuring that those affected by your project and change initiatives are ready and willing to change their ways of working.

To increase the probability of their involvement, use these benefits to persuade them to take advantage of the coaching and training included in your change plan:

Benefit – creating the capacity for change that matches the level of strategic ambition for change and transformation

• Training those impacted by change increases their ability to lead themselves through the adoption of new ways of working
• Training creates understanding, and understanding is empowering, increasing the number of staff who will volunteer for change activities
• Training has a multiplier effect because everyone who is trained can share what they learn with their team, growing the number of staff confident to participate in change

Benefit – Increases the pace at which change is implemented

• Less time is spent on persuading staff to become involved in the change because they feel confident to participate – more time can be spent on making change happen!
• Increasing understanding reduces hesitancy, increasing the speed at which initial actions are taken, creating an early momentum for change
• Increasing pace increases the probability that the change will be completed before people lose focus and run out of effort

Benefit – Increases the chances of success for all your change initiatives

• Empowering those directly impacted by change to make it happen increases the probability that the scope is relevant and that small details are not overlooked.
• Understanding how change happens increases confidence, which increases willingness to address problems as they arise, making them easier to fix

Benefit – Maintains customer satisfaction during the change

• Training in how to cope with change reduces stress, which increases engagement and creates a positive experience of the change
• In a ten-year study conducted by Glassdoor, for every 1 star increase in staff satisfaction with their organisation, there was a 2.05% increase in customer satisfaction.

Building an Organisation Capability for Change with Agile Change Management

If you want the materials to train others in how to manage change, contact me for a demonstration of ChangeabilityPro – your online career and personal development platform – an ever-expanding source of practical techniques that apply to all types and sizes of work-related change.