Research shows that companies implement structural changes every three years - a difficult task for all concerned. Since Barack Obama started his inspiring campaign for change, we all know that change can generate enthusiasm and power. What we can learn form President Obama to successfully implement organisational change ...
Research shows that organisations implement major change such as structural changes or changes to working processes every three years or so in order to meet new challenges such as the need to remain competitive in national or global markets, to update systems, or to comply with new legislation. Smaller changes such as improving departmental operational procedures and practices can also be continuous, and managing and ensuring acceptance of constant change can be a challenging and difficult task for all concerned.
"Yes we can!"
Change can be challenging, risky, and highly resisted. Yet it can also be liberating and represent a fresh start or new direction. When the recent American Presidency was won by Barack Obama with an inspiring campaign for change, his rapid rise to power using the slogan "Yes, we can!" caught both the imagination of the American people and embodied the substantive desire and need of many citizens to cast aside the Bush years and re-invigorate and recast the United States as a country of opportunity for the many. The enthusiasm generated by his campaign is all the more inspiring because it occurred in the midst of the deepest recession the world has faced for a very long time.
It´s all about change
A plethora of literature has been written about organisational change - (Google alone provides 101,000,000 hits) - and a multitude of courses and consultants are available to help orchestrate the process, but are there any lessons we can learn from President Obama for successfully implementing organisational change processes? Obama has a whole nation to turn around, but the following are just a few pointers to get you thinking about how you could draw on his experience and relate it to your organisation.
Pointer 1 - Identification
Pointer 2 - Inspiration and vision
Pointer 3 - Communication
Pointer 4 - Engagement