One of the major concerns for executives is how to make sure a major change process becomes successful.
When an executive in today’s corporate environment signs up to lead a major change within the organization, their creditability and job security rests with the successful completion of the project. This is not a time for hope or “just do it” or the people will know what to do when the time comes for a real leader. Change is hard enough – add the word major to it and the stakes increase ten fold.
Looking at the Change Process as a project management point of view, then there are five keys to maximizing the progress of successful completion of the change process. Here are the five keys…
Got to thinking about this primary question regarding human development – Are You Open to Change?
There are a large number of people who talk about change – both positive and negative – and then there are the people who will not even discuss the possibility for change. This is where it gets interesting, especially if you are expected to coach this person to the next level of performance.
Continuing the theme regarding Managing Change and the importance it will take in the coming years – assuming you want to be successful. These five principles are directed to leaders of organizations. Use this these keys as a guideline and your change initiatives will turn out positive.
The five keys are:
The Inner Game of Selling holds the key to a sales person’s real success. What the sales person is thinking about positions as a winner or a loser – depending upon the dominate thoughts. Since your thoughts control the inner game, they set the stage for your ultimate performance – good, bad or indifferent.
So how do beliefs enter into this discussion?
Beliefs are the thoughts that get placed into the subconscious mind. This is important because the experts in human performance have found that the subconscious mind actually controls most of what we do, say (particularly how we say things), word choices and decisions. And, the most alarming thing is – the subconscious mind just follows the orders of your thoughts – without judgment. Therefore, good and bad thoughts are embedded into our subconscious mind. Then words and actions are pushed out as commands with both good and bad results!
The cumulative effect of our beliefs create our mindset about everything – including our abilities as a sales person. I have heard more than once, people in sales state – “I hate sales or I hate selling.” What a mistake. The “I” makes this statement a direct command to the subconscious mind therefore placing real power behind the statement.
If you want to excel in sales (if you are in sales this should be a primary thought) then you must take control of your thoughts, self talk, and concentration of thinking about sales or selling. Make this a commitment to your success.
Now if you have not be paying attention to the quality of your thoughts and you feel that something inside is holding you back from superior performance, you may need some focused attention. There are three things you can do:
Last week I was asked what was the key factor in successful change. My knee jerk answer was leadership. Then we discussed the impact of leadership upon change. It is a factor that you must have in your organization is there is a need for significant change.
Strong and effective leaders known the status quo will not get them to the next level of performance or success. They also know that many people within their organization will continue to do the same things over and over without any change.
Therefore, effective leaders do things to get change done within their organizations. Here are five things effective leaders to make change work for their organizations.
This is the fifth step of a Leadership Development Process. The tracking of a leader’s progress using a performance management system provides control and a universal check system. The data and insight provided by a tracking system allows the monitoring of results on a consistent basis.
Without a tracking system, the development process becomes a hit or miss system. There is no checking mechanism to ensure the process is working and the individuals are executing their plans. The performance management system is the glue for the process.
Performance Management systems come in all sizes, shapes and forms. The automated versions are the most valuable when used properly. The pen and paper versions are still in use with some companies – mainly because of a lack of investment in people development. When leadership is not committed to the development your people for higher performance process – then systems and processes as well as commitment is limited.
The best companies understand that it’s the people that make a difference in the business. It’s the people that make the decisions, manage the personnel and the processes, and interact with the customers – every day. So a purposeful developmental process and an automated performance management system are essential to the overall growth and health of an organization.
Performance management systems track the goals, meetings, action plans and decisions made by the individuals in the company. It tracks the overall performance of leaders and their teams. It provides information over a specific period of time – yearly, quarterly, monthly and weekly – all documented for analysis and evaluation. The progress made by participants in the leadership development processes or programs is an important element. It is the progress that accumulates over time and leads to consistent high performance.
Remember the old saying: What gets Measured, Gets Done.
This classic statement is still accurate today. If you want things to get done, they must be measured and discussed. Discussions about performance standards enable individuals to understand what is needed to be successful and respected as a performer. High performance is not an accident. It happens due to a conscious effort to measure and track results.
If you lack an automated Performance Management System, contact us at 901.757.4434 during business hours of 9 to 5 Central time USA to discuss possible solutions. We can assist you with a complete package or simply Managing Performance Priorities on a weekly basis.
Last week I received a question from one of my connections on LinkedIn. The question got my attention in a big way and I responded with my answer of what changes are we making. Here is a review of both the question and my response:
“If we expect to get different results in these challenging times, what are the few critical things that we must personally do differently…starting now?”
“Insanity is doing the same thing over and over again and expecting different results.” — Albert Einstein
We must embrace change — new ideas, new points of view, new business models and different personal behaviors.
Your question is excellent and timely. Yes, change must be embraced and creativity comes to the forefront.
We have done a complete review of what got us to today, what is still working, what have we forgotten to do today that worked in the past, will it work today questions are applied to everything. Testing of ideas has become more important.
Lead generation is our most critical issue and we have set up three areas of focus:
- Networking everywhere – all the organizations that bring people together that fit our targeted market – well – we are showing up and participating.
- Internet Marketing – we are checking all the keys from SEO, PPC, landing pages, specific selling sites to the actual copy on the site (More important than most people realize is the copy – is it about you or the client?)
- More coordinated selling efforts – direct mail is back due to the spam filters for email and voice mail for telephones, calling old clients, finding old clients that moved to new locations, face to face meetings whenever possible and learning to use “gotomeeting” or some other web-based video conferencing tool.
The key is to get more aggressive in sales and marketing today if you want to be around tomorrow.
One last thought, create a better or complete description of your ideal customer and focus all your energy on finding them. Our biggest lesson during the downturn is we had too many “commodity or traditional model” clients and a need for more progressive clients who know the right way to move forward during this time period.