Those who have been reading this blog know that we explored Implementing Change in a six part series. I found it very interesting to track the comments and hits on each of these six parts. While this is not a scientific study, it is revealing. The interest and response to each segment was consistent with anecdotal evidence and my personal experience. The two segments with the most traffic were:
• Change Management and the Pareto Principle….The Vital Few and the Trivial Many &
• Implementing Change-Overcoming the Resistance
In fact, these two segments generated half of the traffic. I believe that this is consistent with the feelings I hear manufacturing professionals express about implementing change. First, there is a strong sentiment in many Food Processing Plants today that there are too many things to do and not enough resources to do them well. Prioritizing our projects and how we use our time is critical to success and using the 80-20 rule is a great tool to help accomplish that. Here are a few comments that you shared on the topic:
• Lots of organisations are going through change and in UK it’s happening in nearly every industry including the Government Organisations (Mina Joshi).
• I’ve been involved service desk delivery for close to a decade and a Pareto chart is one of the most effective ways to explain the tradeoff of effort for return. Too may times we get caught up in the small detail, the exceptions, when the value is in that 80%. Keep that rule in mind, and it’s actually difficult to stumble (Shanegenziuk).
Second, there is a strong sense among leaders in many fields that people resist and even fear change. This is not unique to Food Processing, Lean Manufacturing, or any other segment of Leadership. Overcoming the resistance is a critical skill needed by virtually all of today’s leaders. Here are some of your comments on resistance to change:
• I always remember and tell my team members, when you are seeking solution for a problem, you must first define the problem clearly (Thanigaivel).
• Fear of change is often overlooked as a stumbling block to improvement. Reduce people’s fear and change becomes easier. Also people will support what they help to create (Reno Lovison).
Significant change is never easy. Picking your battles or prioritizing will help you to make sure you get the most benefit for the effort you will have to invest in these changes. Proper communication will reduce the fear, head off issues, and help you to gain more buy-in to the change.