We often hear construction management companies say they have a hard time instituting much needed changes. Why do organizations struggle to implement such changes, changes that would be beneficial? In most cases they are trying to change actions rather than behavior; treating the symptoms rather than curing the disease.
Change is difficult because it requires us to move from a realm of comfort to embracing the unknown. Human nature is to avoid change in favor of the status quo, even when the current situation is less than ideal.
How can change be facilitated? Begin with a simple process of action:
- Communicate
- Implement
- Reinforce
- Be Accountable
- Measure
Communicate
Communicate why the change is needed and demonstrate how it will benefit each individual and the organization. This is essential. Understand that change requires participation and buy in within the organization is important. It will be far more effective to engage individuals in the change process rather than to dictate the process to them.
Implement: Don’t try to change the entire organization at once. Begin with a change strategy that will be relatively easy to implement. Execute the change on a small scale to set an example. This will introduce the change and establish a foundation on which to build. Then develop action steps that will gradually expand the scope of change as the process is accepted and embraced.
Reinforce: Show that the organization is committed to the change process. Reinforce and celebrate desired behaviors so each individual Change requires us to move from a realm of comfort to embracing the unknown.
Be Accountable: Empower people to initiate beneficial change and hold employees accountable for their participation. Nurture an environment of continuous improvement and support the process at all levels. Every employee should be held accountable and recognized for his or her contribution to the change process.
Measure: Finally, establish a metric. In order to know how the change process is going, determine benchmarks for success. Use these to evaluate the change process, and then commend improved performance and progress. This will convey to the employees that the results from changes implemented have been successful and will continue as a part of the company’s culture.
In summary:
- Communicate to the entire company
- Implement change on a small scale
- Reinforce the desired behavior
- Hold employees accountable for participating
- Measure the results
For the full article Keeping pace with a changing world by Tom Williams, please visit this link.
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