NHRD Journal - National HRD Network

need for change, what will change and what
not, how does it impact the individual in the
Organization etc. etc. Organization Change
is not as difficult - but we constantly need to
communicate, the Vision, the need, the what,
how, why and numerous questions that we
anticipate and also cannot anticipate. Let me
clarify that we communicate not only by our
words but also by our actions. A compelling
vision, leading from the front, open houses,
continuous communication with all levels of
Organization is something many of us practice
- The quality of communication - does it seek
involvement, opinions and transparency of the
leadership are all put to test in a journey of
Transformation & Change. I have experienced
that open, fact based and the passion with
which we communicate is an indication of
success in getting to the results. After all, what
better results than when all employees in the
Organization are able to understand the
purpose of Transformation and also play their
roles in a manner which creates harmony and
the Organization change gets in place. It is
also possible that this process does take time
but I would say that it is worth the while and
just rushing through this step is not advisable.
• Track Achievements and Recognize
Achievements
It is useful to create some milestones as we
embark on the journey to Transformation in the
Organization. These milestones are indeed
points of arrival and also help in reviewing and
seeing where we have reached. After all, Rome
was not built in a day - so we have to look at
opportunities and signs of achievements. To
take an example, a total change in the way of
working and culture will take some time as we
go along. However, we can always be vigilant
for some indicators which are really "shortwins"
and small successes. These need to be
tracked and highlighted. Very often it is a few
incidents or people who really take the major
steps/action for change. Now this to my mind
is an ideal opportunity to highlight to the rest of
the organization. Also, such individuals or
teams need to be recognized and even recorded
so that they indeed are seen as the role models.
Very often such recognition apart from
motivating the individual or team along - kindles
a positive feeling amongst the rest of the
organization too. The behaviour improvement
actions need to be publicized and also
rewarded. If it calls for a celebration - please do
it. Very often, these opportunities are missed
out and later it can be too late. Employees do
need positive stokes and hence these
opportunities for recognizing short wins are a
must do. The appreciation works wonders
and indeed charges up the environment. This
is exactly what the organization requires in its
journey to bring change. It reinforces the strong
positive feelings of the few individuals and goes
ahead in getting more to the flock of the vital
few. Believe me, it is not difficult to do these
acts, however the risk of loosing out by not doing
these is much more.
• Consolidate and Institutionalize
Whilst short term wins and gains take you
ahead on the journey of change, it is necessary
that these changes are consolidated and there
to stay. We also need to guard against things
slipping back to the earlier times Very often
good things happen and these should be
replicated as required across the Organization,
to expedite the change process.
Conclusion
To conclude, Change is inevitable and an
intrinsic part of life. Success lies in looking at
it not as a "threat" but as an opportunity for
transformation. In designing HR intervention,
one needs to take a holistic approach by
designing appropriate strategies and
processes to provide end to end solutions and
more importantly, involving people in the
transformation process.
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November 2007 NHRD Journal