Determining the readiness for change as a starting point seems the logical approach, including understanding the company’s values and strategies, however many organisations overlook this point and is one of the most important aspects in the determining the readiness for change, and the type of interventions that may be most successful when implementing change or a change program. This initiative also considers the existing relationships and perceptions of mangers, and employees, of each other, and the current levels of trust in management to make effective change decisions and decisions in the best interest of the Company and Employees. It is important to understand how initiatives of change are viewed at the individual level to understand better, the levels of change cynicism that might exist in the current environment.
Consideration to the current company strategy and how it is currently viewed by its employees and managers is also being extremely important, as is developing assessment tools and measuring parameters with a view to understanding or getting to understand better the employee drivers and needs when defining strategy or vision going forward.
If not already in place or considered, a multi-source 360 degree feedback approach to gaining such information could be implemented to gain some understanding of the current organisational fitness, potential roadblocks, employee needs and views.
Developing an intervention program, would rely heavily on the information gathered from the initial analysis and whether simply the behaviour was going to be addressed as a shortcut, or ideally both attitude and behaviour considered.
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