By Ken Keis, MBA

Strategies to Embrace and Implement change!

Change is difficult, but necessary. It has three phases.

The Ending

You stop doing something "the old way." Beginning "the new" way requires "the end" of the old.

The Neutral Zone

Old ways are reshaped; new ways are tried. In this trial and error period, an unavoidable sense of confusion or even chaos might reign — which might cause a temporary backslide to the old ways. People might want to avoid the new culture or change by sabotaging the process. Hold your course.

The Beginning

This is the point where your organization really starts functioning in the new way. Note: Now that you have started this process, it will never end. Change is ongoing.

12 strategies to help you and your team embrace and implement change

  1. Make business decisions based on what is best for your business.

Never, never let your existing culture dictate your approach.

  1. Focus on the future.

Analyzing what you are doing now is like studying history. It is more valuable to look to the future.

  1. Deliberately destabilize your team.

Something has to hit the organization hard enough to shatter the statusquo — and it should make enough noise to get people’s attention. That’s how you create the opening for change.

  1. It’s time for tough love.

We used to have easier alternatives. Today we are living in accelerating change, and it’s the manager’s job to help the organization keep up. If the culture doesn’t adapt — rapidly — everybody loses. Care enough to take the company through the tough, unpopular struggle of change so it can survive.

  1. Change the reward system.

Don’t expect employees to change their behaviours significantly unless you make it worth their while. Buying into the new change must bring pleasure. Then you have a decent chance of actually changing things.

  1. Keep score.

Measure change, reward results — you’ll see your team assume a different attitude.

  1. Promote the vision.

Give your vision drama, glory, and excitement. Change can cause people to become disoriented, demoralized, and dispirited. Staff must focus on a vision that holds their attentions and hooks their hearts.

  1. Expect casualties.

With significant change in a business, the upheaval can be enormous. To affect change, you don’t have to get rid of people — but you do have to get rid of wrong behaviours. Employees need to understand this.

  1. Demonstrate unwavering commitment.

You must be relentless. Your people must believe you’re dead serious about this endeavour — and determined to see it through.

  1. Involve everyone.

The change effort can’t benefit from bench-warmers or spectators. All your people must be active players. Your job is to give everyone in your organization personal accountability for transforming the culture and implementing the change.

  1. Bring in a new breed.

Turnover has it virtues. Used correctly, it gives you a chance to reconstitute your work force. You see it in sports teams — change a few people, and the chemistry of the team is transformed. Break out of your conventional selection/placement practices. Find people who clearly do not fit the current industry culture. You want achievers bent on making their mark.

  1. Go flat out.

Start out fast, and keep picking up speed. The world waits for no one. You can go faster than you think you can. And when you get to the other side, and look back and reflect, you’ll say you should have changed sooner, and gone even faster!

Are you ready to change and embrace the progressive thinking that gets results, or will the status quo continue to control your business model?!

Ken Keis is considered a global authority on the way assessment strategies increase and multiply your success rate. In 24 years, he has conducted more than 2500 presentations and 10,000 hours of consulting and coaching. Author of Why Aren’t You More Like Me? Discover the Secrets to Understanding Yourself and Others, Ken has co-created CRG’s proprietary development models and written over 3.5 million words of content for 40 business training programs and 400+ articles. Ken’s expertise includes assisting individuals, families, teams, and organizations to realize their full potentialand to liveOn Purpose! Contact Ken at 604 852-0566, , or through

Copyright 2012 Ken Keis 604-852-0566