The Firefly brief:-

Change in organisations is inevitable. Organisational change can be reactive or proactive; and regardless of the type of change, the skills and strategies required are the same.

In any organisation, change is inevitable. From the adoption of new systems and technology, to corporate restructures, mergers and acquisitions; in the modern corporate landscape, change isn’t only necessary, it’s highly desirable. 

Organisations which are resistant to change tend to stagnate quickly. Rapid technological advances - such as the increasing prevalence of digital solutions - mean that businesses hoping to thrive in an increasingly competitive environment must be able to adapt, pivot and embrace change more than ever before.

Corporate change can take many different forms, however broadly speaking it falls into one of two categories: proactive and reactive change. 

Proactive change

These are the kind of changes that an organisation creates itself, including (but not exclusively):

• Expansion into new markets

• Innovation (e.g. through investment in extensive R&D programmes)

• Launch of new products and services

• Adoption of new technology such as AI and machine learning

• Significant growth plans

Of course, most proactive changes are also affected by market forces and depend on appropriate external conditions; for example, expansion is only possible in the right economic climate, whilst adoption of new tech is dependent on factors such as availability and cost. However, these kinds of change are predominantly driven from within the organisation, by leaders with vision, a desire for growth and improvement, and an appetite for change. 

Reactive change

The other type of change that businesses can find themselves facing is reactive change, in which an organisation is forced to react or respond to shifts in the external environment. This can be driven by several factors rather than a desire for change, such as external political, environmental or economic forces. Reactive change may be in response to:

• Regulatory changes

• Competitor activity

• Market changes

• Downsizing within the organisation

• Mergers and acquisitions

• Changes to senior leadership teams and/or organisational structure

Responding to change

What may surprise some, is that irrespective of the cause or impetus behind organisational change, the skills and strategies used for managing it are broadly similar. That’s because when we respond to - or create - change in organisations we need to firstly, establish the cause of the change and then define the aim of the change. And before we move towards shared goals as an organisation, we need determine - or redefine - the corporate vision and goals in light of the change.

So, although proactive and reactive change have different drivers, the management response is similar, irrespective of the underlying cause of the change.

When any business is forced to respond to enforced, external change - brought about by factors such as changes in regulation, or fundamental shifts in the market or the political landscape - the most effective organisational response is not to react in a panicked or knee-jerk way. Rather than adopting reactive tendencies which can be detrimental to the development and expansion of the organisation, the most successful managers will first take stock and think about what they can create - and what the future of the organisation will look like - in response to the change that’s taking place. 

Whether instigating proactive change or responding to change brought about by external forces, effective leaders will be driven to ask questions like:

• What is the overall goal of this change?

• What practical steps need to be taken in order to respond to this change in the most effective way?

• How can we encourage collaboration from the team?

• What does the future look like for this team / organisation? 
  

By asking the right questions, leaders place themselves - and the people around them - in a space of creative competence, which enables them to apply their skills, resources and energy to the successful implementation of any change management programme. 

Untangling the myths surrounding change

If you’re undergoing any kind of change in your organisation, then Untangled (Published by Troubador, November 2023), will equip you to navigate change at work and at home. Designed for use by individuals in an organisational setting, Untangled is a practical guide to change we choose and change we don’t. Filled with useful tools, resources and inspiration, Untangled provides individuals with the skills they need to thrive through change in their lives, in turn helping organisations to do the same. To find out how to get copies for everyone in your organisation contact lacey@thefireflygroup.co.uk.