Change is the only constant in today’s world. In business, it is no different.
However, there is a resistance to change that is embedded in basic human nature, which makes change a demanding task both on a personal and organizational level.
The decision to invest, for example in a new IT-solution, is based on the goal of changing something within the organization. It can be a move from traditional budgeting to rolling forecasts, or a move from an excel-regime and silo planning to Connected Planning in a cloud-based platform, such as Anaplan. Nevertheless, the reason, change is difficult. The failure rate for New Year’s resolutions is said to be 80 percent. This illustrates how difficult change can be on a personal level, and therefore it is not a surprise that organizational change, which includes numerous individuals, is even more so.
Why do we fear change so much?
Change is a step into the unknown and can lead to a lack of control and confidence, and an increase in stress levels. This is uncomfortable and it might be more tempting to stay in the comfort zone and keep doing as we always have. After all, what we always have been doing works alright, doesn’t it?
Even though staying in the comfort zone might be comforting in the short-term the consequence of not taking the step towards the unknown can be severe in the long run. The former Microsoft CEO, Steve Ballmer, exemplifies this when he in 2007 shared his perception of the iPhone and its long-term success;
“There’s no chance that the iPhone is going to get any significant market share. No chance. It’s a $500 subsidized item. They may make a lot of money. But if you take a look at the 1.3 billion phones that get sold, I’d prefer to have our software in 60% or 70% or 80% of them, then I want to have 2% or 3%, which is what Apple might get”.
Our customers come to us precisely because they see the need for organizational change and want help with this. We help our customers with a smooth transition to better business management. This involves implementing the Anaplan Connected Planning platform in close collaboration with the customer to create a system that works for their business. More and more companies are seeing the need for Connected Planning to keep up with the market, which has especially changed during the pandemic crisis.
Involve, prioritize and make time your friend
Involve those affected by the change. Resistance towards change is not necessarily directed towards change itself but the consequences that might follow with it. For instance, an implementation of a new IT system might be perceived as a threat to current employee skills. Hence, leaders must manage to fully motivate and engage the employees in the change process. If leaders move too fast and are too outcome-driven they might lose the organization's most important assets on the way, its employees.
Prioritization is key to make the right steps, in the right order, towards your wanted destination. Start with the key factors needed to reach the wanted outcome, and then develop step by step.
Accept that change takes time. Identify what, why, and how, and then accept that the change from where your organization is today to where you want it to be in the future is a process that will take time. Make time your friend – work with it, not against it. A common mistake is to overestimate what can be achieved in the short term and to underestimate what we can achieve in the long run.
Everyone wants to own the result but to succeed with change the key is to own the process of getting there.
Don’t be afraid of change!
Let Bluesprint show you the power of Connected Planning and help you with a smooth transition.