SUPPLY CHAIN
“ Managing fear and uncertainty should be a leader ' s top priority ”
ANIKET BHATT CO-FOUNDER , ZERSENT
“ No better example than the current energy transition as we move to deliver our goal of Net Zero by 2050 ”, explains Hill . “ But in general , I would say that a business that is not constantly changing is one doomed to failure as it will be overtaken by the competition .”
Change can be embraced or rejected by employees - how does Hill deal with workplace change ?
“ That is essentially a communication problem ”, explains Hill smoothly . “ The employees need to buy into change because they believe in it , not because you are ordering it . Ultimately some won ' t like the change , but if you treat them as you would stakeholders , with honesty , integrity and respect , then you are more likely to bring the group with you .”
In Hill ’ s experience , there is one primary reason for people to renounce change . “ Fear ”, says Hill decisively . Leaders can conduct effective change management , from reigning in those who are overly-keen to instantly transform , to those who are confused , hesitant or outright defiant .
“ Have a plan , then double the time and triple the budget that you think that you will need ”, suggests Hill .
Leadership is key As Hill mentioned , a business which refuses to change will be outpaced by those who adapt , embrace developments - and prepare for the next wave . Essentially , successful change management requires strong leadership . Those in senior positions who feel apprehensive must support employees who are fearful . Leaders need to find middle ground with those who oppose the change in question and ensure that they know their hard work is still valued . In addition , any new employees who arrive as a part of that change , must feel welcome .
“ Effective change management , necessitates effective communication ”, continues Bhatt . “ However , when managing change , a leader should exercise a two-way conversation rather than just one-way communication . It ' s at this point in your communication strategy that you ' ll require a feedback loop . The feedback loop conveys the message that the organisation is open , transparent , and focused on its employees . It fosters trust and assists organisations ’ in overcoming change-related resistance and stress . Communication will aid in getting your message out , but a feedback loop will assist in understanding resistance and developing execution plans to overcome them .”
Change is inevitable , but how change management is conducted is dependent on those leading the change and uniting the team . supplychaindigital . com 71