CHANGING FOR ORGANISATIONAL GROWTH

CHANGING FOR ORGANISATIONAL GROWTH

Change is an inevitable aspect of life. It is therefore necessary to undertake successful change efforts to foster growth and development. Successful change efforts are dependent on the effectiveness of the change model or formula utilized in managing the transition.

THE SCE FORMULA

                                                  SCE = D x V x Fs x B

Where:

SCE = Successful Change Effort
D.      = Dissatisfaction with the current state
V       = Vision for a desired Future
Fs     = First small steps to implement change
B.      = Belief in the desired future state

The working principle: No value < or = 0.

DISSATISFACTION: This underlines the amount of displeasure in the current state of the organisation. It calls for a reality check to identify the true worth of the organisation efforts a
against its performance. For there to be change, there need to be enough dissatisfaction to warrant the change. In an Organisational change process, it is important to uncover dissatisfying issues through data collection to give the need for change the needed attention.
VISION: Having identified dissatisfaction with a current state, a SMART vision of the desired future state should be carved into the minds of the people to perceive a more desirable future. This serves as a motivator to see the change effort though. It stands as a trophy for a successful change effort.
FIRST SMALL STEP: Just as the 1000 mile journey shall always begin with a first step, so does it follow in that, every successful change effort shall always begin with a first small step. This step may vary between persons, organisations and Visionary stand points. However, the emphasis lies in the ability to make a strategic step towards a desired goal or vision.
BELIEF: This may be described as the fuel kindling the fires of each strategic step. It is what keeps the vision alive and worth the effort. Every change effort requires a deep rooted belief in it success, outcomes and benefits.

                                                         THE ROLE OF THE CHANGE AGENT
The organisational Development (OD) Consultant otherwise referred to as the change agent has an exponential role to play in success of the change effort. While acting as a facilitator, the amount of clarity and trust may depend on the unique ability of the consultant to apply a proven formula of sustainable change.
The change agent shall be responsible without limitation to:
Bring to the fore, a true reflection of the current state through data collection and feedback.
This is intended to serve as a mirror for the organisation to see its shortfalls as perceived by the organisation itself thereby unearthing enough dissatisfaction to warrant a change effort.
Empower the organisation to see a better future through the eyes of the organisation itself thereby creating a vision a transcending beyond the current state of the organisation. The Consultant may be required herein to provide enough direction to create a vision which is Specific, Measurable, Achievable, Relevant and Time-Bound.
Engage the organisation in strategic planning. This is deemed as a tool that transforms visions and ideas into realities. It is the process that will stipulate the various steps in achieving the  the vision for a better future. The OD consultant may be required to facilitate a strategic plan to develop the vision into actionable steps.
Finally comes the belief factor. A change effort will not succeed unless the client organisation believes its ability and capability to change and sustain a desired future. This is inevitably the duty of the change agent to guide the organisation to trust in the process as well as themselves.

For more on Organisational Development Contact :
“The  Organisational Development Professionals”St VItus OD Consult