5 ways to use change to build a positive organisation

When Tracy Bell, the founder of Loops of Learning, approached Loud Whispers to support their inaugural symposium titled "Cut the Crap! Learn what it really takes to create a positive organisation," we didn't hesitate. We share her vision that sustainable change can only occur when we consider the intricate systems underlying people and organisations.

We see proactive change management as critical as it deals with the people side of change, and a well-executed change program, that identifies where the systems intersect, can deliver a myriad of benefits to individuals and organisations, that extends far longer and deeper than just the business change.

In working with clients across industries, cultures and geographies, we've seen these great examples:

1. Cull documents for good governance

Simplifying and standardising policies, procedures, and work statements as part of a change program can enhance organisational efficiency. Mistakes in governance, however unwitting, can badly tarnish a company's reputation. By removing complexity and duplication, employees focus on what is truly important and work more effectively, fostering a culture of productivity and effectiveness.

2. Boost real leadership to drive confidence

Empowering executives, managers, and supervisors with leadership upliftment programs during times of transition is vital. Strengthening leadership capabilities enables these key individuals to guide their teams through change and beyond. This creates a positive work environment which enables creativity, growth, and innovation.

3. The right person, in the right role

Empowering employees to understand their roles and responsibilities in the new ways of working is crucial. Most roles change over time, and under different managers. Clarifying expectations, providing training and resources, and implementing performance measurement systems help facilitate a smooth transition and high performance.

4. Culture is king.

Aligning an organisation’s values and behaviours is non-negotiable. More than one change initiative has been de-railed by gaps between an organisation's values and exhibited behaviours during the process. By addressing inconsistencies and promoting values-driven behaviours, employees can see the organisation living to its values and will be more likely to adopt change. Training, effective communication, and reinforcement can bridge the alignment gap and cultivate a positive culture.

5. Discover new ways to connect with your people.

A highly connected workforce will yield impressive dividends. By actively listening to your people you develop highly engaged and motivated individuals. However, choosing the right language and channels in a vastly overpopulated space is both an art and a science. And this becomes even more important and complex when dealing with a remote workforce. Change efforts are an excellent opportunity to discover and test new ways to communicate with employees.

The Power of Change Muscle

Building a positive organisation requires more than just implementing change initiatives. It demands the development and strengthening of the "change muscle" – an individual's resilience towards change and their ability to thrive in dynamic business environments.

Creating a positive organisation extends beyond processes, emphasising the interconnectedness of various systems. By streamlining operations, empowering leadership, clarifying roles, aligning values, and enhancing communication, organisations can build sustainable change and a positive, highly motivated workforce with a killer change muscle to boot.