Importance of change management

After the Brexit vote there was a ripple effect throughout Europe and World Stock Markets. With a 48% remain vote versus 52%  leave vote, it felt like an equal mixture of disappoint and exhilaration, but it also seemed to raise even more questions as to what happens next.

There were several debates before the election with the hope to sway the electorate to stay or leave, however it seems that the practical issues of what to do when there was an exit was not high on the agenda.

My reaction was on two levels, first the shock that UK actually voted to leave, but it was followed by respect for the leave voters as it confirmed that there is/was a problem that could not be ignored. I was quite impressed by the bravery of  leave voters to take that step for change in spite of the unknown.

Nevertheless, it reminds us how change is inevitable and the importance of change management. The current political issues and changes, are experienced in workplaces at varying degrees, and we can learn from four main areas.

Preparedness: Change as we know is inevitable, but for change that can be planned, such as the Brexit, there is no excuse not to be prepared. How? By understanding the implications, by having contingency plans and by mentally preparing all stakeholders ( as much as one can) on possible outcomes and consequences. This will help manage the emotional or knee jerk reactions as seen in the stock markets and the subsequent resignations of some political party leaders including our prime minister. There should have been a clearer exit strategy.

Expert/Facts: As part of the decision making process we need to consult with real experts on relevant subject matters to help us make informed decisions. It should be at every cycle of the change whether before, during or after the change, but the before is the most important as it is what leads to the action taking place. For example who is the expert on Employment law and what is the change going to mean? In fact I would go further and consult with two or more experts to give a balanced view and then we can work from the facts and not make it a subjective or personal agenda. We need to confidently make the decision for change based on facts.

Inclusiveness/Buy in: From the beginning leaders need to understand who the people are and what they want, the referendum provided the opportunity to give the people a voice; but for many years these voices have not been listened to, and years of frustration and the loss of a sense of community or trust has led to individuals feeling excluded which lead to a loss of confidence in being in the EU. We all want to be heard and our issues acknowledged….and the best way is to include everyone whether through appreciative inquiry, democratic elections or two way communication, to maintain or build relationships. In the case of Brexit the disconnect was so strong with the political and EU leaders that the ordinary man, especially outside the london hotspot, was disillusioned enough to vote out.

Review and Evaluation:  Voting and the subsequent results, are opportunities for reviewing and evaluating measures and outcomes. Surveys however can change in results depending on participation or attendance and it is crucial that they are done as frequently as possible and feedback taken seriously.

At the end of the day, a decision has been made and moved forward with a positive attitude, it got worse before it got better. We have the american election coming up and a possible one in the UK. I will be watching!