Friday, February 19, 2010
In today’s world, people everywhere are being held accountable – accountable to shareholders, bosses, other employees and most importantly .. to themselves. But we must remember one major thing ….. we are living an Age of Instability. The question is … how do we survive?
The winds of change keep blowing. They blow harder and hit more people resulting in the reshaping of organizations and altering how they operate. Business, government, educational institutions, not-for-profit organizations, the military – you name it. Change is as far reaching as it is rapid, cutting across all sectors of the economy. All classes of society. All continents. All cultures.
Just look at what’s been happening:
· Over 3 million layoffs have occurred in the last 5 years
· More than 45% of American companies have reduced their workforces every year since 1990
· 85% of all US organizations now outsource services once performed in-house
· Merger and acquisition activity has been rising steadily over the past several years and is currently at its all time high
· Business failures in the 1990’s have topped in excess of 400,000 more than doubling those of the previous decade
Some organizations will ride the winds of change, seizing the opportunity to go far … very fast … and sail past the competition. Others that are unprepared for the wind’s force, and that mistakenly think their safety comes in bracing themselves against it, will find their rigidity a fatal stance. They will be shattered. Devastated.
Your organization will be challenged still further by sharp economic swings, new competitive pressures, globalization of the marketplace, and continued reshaping of business and government worldwide. Expect many things – some good some bad.
Strong winds. Big changes. Organizations that refuse to change, or change too slowly, will have even bigger problems. They won’t survive in the Age of Instability.
Our research has found that some people within organizations cling desperately to the past – hanging on to what’s familiar, snuggling ever deeply into their comfortable routines to avoid the chilling thought they might have to change.
Others defend the old way of doing things to maintain personal stability or feel more in control. They battle against change out of fear of the future. A third group resist change as a way of getting even. They play “punish the organization” in retaliation for changes they don’t like.
Whether you know it or not, organizations are obligated to provide their employees with the best available training tools and techniques to adapt more favourably to the winds of change
Guest Blogger: Rick Nicholls from Nicholls Training Group blog
Rick is a Professional Speaker, Corporate Trainer and Coach
Contact Rick at (519) 351-9503