{"id":2572,"date":"2022-03-16T12:58:47","date_gmt":"2022-03-16T12:58:47","guid":{"rendered":"https:\/\/test.symbal.com\/?p=2572"},"modified":"2023-04-06T08:48:48","modified_gmt":"2023-04-06T08:48:48","slug":"the-dangers-of-trying-to-implement-several-changes-at-the-same-time","status":"publish","type":"post","link":"https:\/\/www.symbal.com\/sv\/the-dangers-of-trying-to-implement-several-changes-at-the-same-time\/","title":{"rendered":"The dangers of trying to implement several changes at the same time."},"content":{"rendered":"

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header_6_text_shadow_color__hover_enabled=”rgba(0,0,0,0.4)” text_letter_spacing__hover=”0px” text_letter_spacing__hover_enabled=”0px” text_text_shadow_style__hover=”none” text_text_shadow_style__hover_enabled=”none” text_text_shadow_color__hover=”rgba(0,0,0,0.4)” text_text_shadow_color__hover_enabled=”rgba(0,0,0,0.4)”]<\/p>\n

We like focus. Focus is good. Things get done. But the focus on cutting down a tree in the forest, while shifting boulders and chopping down other trees at the same time requires having an overview. Otherwise, this \u2018focus\u2019 could turn into a fatal mistake.<\/span><\/p>\n

In today\u2019s world, \u2018The focus trap\u2019\u2014or \u2018ego trap\u2019 as we sometimes call it\u2014leads to companies implementing multiple changes, thereby creating unnecessary inefficiency as well as unacceptable levels of stress and fatigue in their organisations.<\/p>\n

We all know that the rate of change today is very high compared to just ten years ago. Change pressure requires great adaptability, and several change initiatives often need to be implemented within the same time period.<\/p>\n

Adaptability is now more important for long-term survival than strategic plans that extend for years to come because in today\u2019s fast-paced environment, many companies need to revisit and revise their strategic plans all over again just a few months after creating them. And in larger companies with lots of employees, this is much more difficult than it is in smaller companies. But today\u2019s reality requires a high degree of adaptability \u2013 even for the big players.<\/p>\n

The aspects of change<\/b><\/span><\/h2>\n

For management \u2013 and indeed for the whole organisation \u2013 achieving a higher degree of adaptability poses a mental and cultural challenge. It\u2019s not easy to implement various stages of a change initiative in a specific order and according to a rigid schedule.<\/p>\n

Reality itself is a constantly moving target that involves \u2013 and demands \u2013 continuous adjustment. We often meet companies that make radical changes in their organisations, workflows, technology support and information management \u2013 all at the same time!<\/p>\n

The motive is the transformation of the entire business, from the old way to the new. Old truths, culture and proven methods are no longer competitive enough. In some cases, they\u2019re on the brink of being obsolete. The owners and management are often well aware that it\u2019s about maintaining market relevance, and perhaps ultimately about their very survival as a company.<\/p>\n

But whatever the motives, the challenges of transformation remain\u2014the greatest of which is a lack of cohesion between the operation and direction of a company\u2019s processes, people, technology and data.<\/p>\n

How does this challenging situation affect employees and their ability to change? What does it mean for the thousands of people in larger companies who are expected to keep up with and adopt new ways of working?<\/p>\n

Just like the company as a whole, the working life of an individual employee consists of several aspects. And when the employee feels content in all of these, they are happy, productive and willing to change.<\/p>\n

What are these aspects? Firstly, the degree of confidence one has in their own role and position in the company affects their\u00a0feeling of security<\/strong>, and thus their willingness and ability to embark on a journey of change.<\/p>\n

Another important aspect for an employee is the feeling that they can\u00a0actively participate and personally contribute<\/strong>\u00a0during the journey of change.<\/p>\n

The final main aspect is simply knowing that they\u2019re\u00a0learning while bringing in the new<\/strong>\u00a0\u2013 retaining and using some of what they\u2019d \u2018learned from the old\u2019 \u2013 while continuing to deliver in the present.<\/p>\n

So, security, participation, and personal development are fundamental to all change.<\/strong><\/h2>\n

The challenge many times is how do I make deliberate changes when so many change initiatives are going on at the same time? How can we accelerate one change movement while other change movements are going on at the same time?<\/p>\n

Let\u2019s look at one of the aspects mentioned above \u2013 the feeling of security. Maybe if we implement our change initiative, and no other change initiative is going on at the same time, there are no problems with the feeling of security for the people in our target group. But, if we do it at the same time as three other initiatives, the balance can be upset, and our initiative can be \u201caffected\u201d by the whole change situation.<\/p>\n

A big tip for all leaders and change communicators is to\u00a0take the target group\u2019s work situation into consideration<\/strong>\u00a0as much as possible. For this, it\u2019s absolutely essential to start with the realisation \u2013 and the acknowledgement \u2013 that\u00a0their work situation really does matter<\/strong>. And this isn\u2019t just about helping them to absorb the new ways and change their behaviour. Most crucially, it\u2019s about the change initiative\u2019s success, as they\u00b4re the ones who work closest to the operational reality.<\/p>\n

Even for the most driven project managers who might be responsible for introducing a new work tool, there are purely selfish reasons for bringing in methods based on both human psychology and a holistic view.<\/p>\n

If this group can show that they have control over their way of planning, communicating and following up in their change initiative; that they genuinely care; and that they pay attention while pushing for what\u2019s needed, the likelihood of a successful change increases greatly.<\/p>\n

Practical tips for the change communicator<\/b><\/span><\/h2>\n

If you have a good holistic overview, your life as a communicator will be much easier.<\/p>\n

If not,\u00a0here are a few tips:<\/strong><\/p>\n

    \n
  • When you do your stakeholder mapping, don\u2019t forget to ask about which stakeholders know about any other change initiatives going on in the receiving organisations during the same time period.<\/li>\n
  • When you do your target group analysis, conduct surveys about what the receiving organisations have going on right now, and what they know about what\u2019s coming up in the near future.<\/li>\n
  • Use these insights in your planning and narrative about \u2018your\u2019 change initiative. A strong foundation for trust and credibility is to show that you know and care about what they\u2019re going through!<\/li>\n<\/ul>\n

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    Monthly webinars\u00a0<\/span><\/h3>\n

    Sign up to watch the replay of our latest webinars.<\/span><\/span><\/p>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_3,1_3,1_3″ _builder_version=”4.16″ background_color=”RGBA(255,255,255,0)” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”RGBA(255,255,255,0)” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.symbal.com\/wp-content\/uploads\/2022\/02\/Ska\u0308rmavbild-2022-02-17-kl.-09.31.56.png” title_text=”Ska\u0308rmavbild 2022-02-17 kl. 09.31.56″ force_fullwidth=”on” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.16″ custom_margin=”||-20px|” global_colors_info=”{}”][\/et_pb_image][et_pb_button button_url=”https:\/\/event.webinarjam.com\/register\/22\/ko98pco” url_new_window=”on” button_text=”Watch now” button_alignment=”center” _builder_version=”4.16″ custom_button=”on” button_text_size=”12px” button_bg_color=”#fa7f28″ button_border_width=”0px” button_border_radius=”6px” button_letter_spacing=”1px” button_font=”Lato|700||on|||||” button_icon=”5||divi||400″ background_layout=”dark” custom_margin=”||0px|” custom_padding=”8px||8px|” animation_style=”fold” box_shadow_style=”preset3″ box_shadow_color=”rgba(250,127,40,0.4)” button_letter_spacing_hover=”1px” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on” button_letter_spacing__hover=”1px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][et_pb_text _builder_version=”4.16″ text_font=”Open Sans||||||||” text_text_color=”#898f99″ text_font_size=”15px” text_line_height=”1.8em” link_font=”||||||||” link_text_color=”#3c39e6″ header_font=”||||||||” header_2_font=”||||||||” header_3_font=”||||||||” header_4_font=”Open Sans|700|||||||” header_5_font=”||||||||” background_color=”RGBA(255,255,255,0)” text_orientation=”center” custom_margin=”20px|20px|40px|20px” locked=”off” global_colors_info=”{}” header_4_font_size__hover_enabled=”on|desktop” header_4_font_size__hover=”15px”]<\/p>\n

    \u00a0Structuring communication in a changing world<\/h4>\n

    Knowing that up to 70% of change initiatives fail \u2013 how do we inspire, energise, and move people to overcome barriers to change? \u00a0In this seminar we\u2019ve invited Sara Ahlberg, Lisa-Marie Teubler and Gisela Bosco from MKB Fastighets.<\/span><\/p>\n

    [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”RGBA(255,255,255,0)” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.symbal.com\/wp-content\/uploads\/2022\/02\/Ska\u0308rmavbild-2021-12-15-kl.-15.42.45.png” title_text=”Ska\u0308rmavbild 2021-12-15 kl. 15.42.45″ force_fullwidth=”on” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.16″ background_color=”RGBA(255,255,255,0)” custom_margin=”||-20px|” locked=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_button button_url=”https:\/\/event.webinarjam.com\/register\/20\/qrlpofk” url_new_window=”on” button_text=”Watch now” button_alignment=”center” _builder_version=”4.16″ custom_button=”on” button_text_size=”12px” button_bg_color=”#fa7f28″ button_border_width=”0px” button_border_radius=”6px” button_letter_spacing=”1px” button_font=”Lato|700||on|||||” button_icon=”5||divi||400″ background_layout=”dark” custom_margin=”||0px|” custom_padding=”8px||8px|” animation_style=”fold” box_shadow_style=”preset3″ box_shadow_color=”rgba(250,127,40,0.4)” button_letter_spacing_hover=”1px” locked=”off” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on” button_letter_spacing__hover=”1px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][et_pb_text _builder_version=”4.16″ text_font=”Open Sans||||||||” text_text_color=”#898f99″ text_font_size=”15px” text_line_height=”1.8em” link_font=”||||||||” link_text_color=”#3c39e6″ header_font=”||||||||” header_2_font=”||||||||” header_3_font=”||||||||” header_4_font=”Open Sans|700|||||||” header_5_font=”||||||||” text_orientation=”center” custom_margin=”20px|20px|40px|20px” locked=”off” global_colors_info=”{}” header_4_font_size__hover_enabled=”on|desktop” header_4_font_size__hover=”15px”]<\/p>\n

    How can we communicate effectively?<\/h4>\n

    What moves people and what can help us overcome barriers? These questions are crucial to any communicator, but especially to change communicators.
    Guest: Erik Modig.<\/p>\n

    [\/et_pb_text][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”RGBA(255,255,255,0)” custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.symbal.com\/wp-content\/uploads\/2022\/02\/Ska\u0308rmavbild-2021-12-15-kl.-15.52.27.png” title_text=”Ska\u0308rmavbild 2021-12-15 kl. 15.52.27″ force_fullwidth=”on” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.16″ custom_margin=”||-20px|” locked=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_button button_url=”https:\/\/event.webinarjam.com\/register\/19\/81673t6″ url_new_window=”on” button_text=”Watch now” button_alignment=”center” _builder_version=”4.16″ custom_button=”on” button_text_size=”12px” button_bg_color=”#fa7f28″ button_border_width=”0px” button_border_radius=”6px” button_letter_spacing=”1px” button_font=”Lato|700||on|||||” button_icon=”5||divi||400″ background_layout=”dark” custom_margin=”||0px|” custom_padding=”8px||8px|” animation_style=”fold” box_shadow_style=”preset3″ box_shadow_color=”rgba(250,127,40,0.4)” button_letter_spacing_hover=”1px” locked=”off” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on” button_letter_spacing__hover=”1px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][et_pb_text _builder_version=”4.16″ text_font=”Open Sans||||||||” text_text_color=”#898f99″ text_font_size=”15px” text_line_height=”1.8em” link_font=”||||||||” link_text_color=”#3c39e6″ header_font=”||||||||” header_2_font=”||||||||” header_3_font=”||||||||” header_4_font=”Open Sans|700|||||||” header_5_font=”||||||||” text_orientation=”center” custom_margin=”20px|20px|40px|20px” header_4_font_size_tablet=”” header_4_font_size_phone=”” header_4_font_size_last_edited=”on|phone” locked=”off” global_colors_info=”{}” header_4_font_size__hover_enabled=”on|desktop” header_4_font_size__hover=”15px”]<\/p>\n

    The power of gamification<\/h4>\n
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    Listen to a discussion about gamification, why it is effective, and also learn about some real-life examples from organizations who apply gamification as a strategic tool in their L&D arsenal.<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n

    [\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_button button_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjE4MTUifX0=@” button_text=”View All Webinars” button_alignment=”center” _builder_version=”4.16″ _dynamic_attributes=”button_url” background_layout=”dark” custom_margin=”|||” custom_padding=”12px|30px|12px|30px” box_shadow_style=”preset3″ box_shadow_color=”rgba(60,57,230,0.15)” button_letter_spacing_hover=”1px” locked=”off” global_colors_info=”{}” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”on” button_letter_spacing__hover=”1px” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”][\/et_pb_button][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

    The rate of change today is very high compared to just ten years ago. Change pressure requires great adaptability, and several change initiatives often need to be implemented within the same time period. 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