How to effectively navigate change...

How to effectively navigate change...

Jo Hands
Continuous Improvement, Covid-19, Leadership, Transformation

Change isn't easy. Most people resist it. Most people find a way or an excuse not to change. It's human nature. 

But change is inevitable and for high performing companies a must. So as a leader you need to determine how to navigate change…

Five key tips:

  1. Make a case for change - the 'why'

  2. Get Executive buy-in / sponsorship 

  3. Build a champion network to drive change 

  4. Set goals and measure success 

  5. Communicate, communicate, communicate 

When you start change program, you will have naysayers - people who say it's not going to work, we have tried this before, it's not worth the effort. You need to push through and show them all you can make change - showing activity and outcome is critical. 

The culture of an organisation will determine how hard it is to drive change - and therefore doing some change around culture is critical.

There are so many things you can do to drive culture improvement but the most important is to have the right leaders. If you don't have the right leadership team, you will likely fail - and so your job is to get the right people in your team to run and manage the teams.

Change is required  - having a team that proactively manages change will give you the best outcome. 

Be bold, ignore the naysayers and make change.


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Jo Hands is talking about simplicity. It's a theme for 2021... Companies want to drive simplicity, and many CEOs we are talking to consider this to be a key area of focus. As companies grow, shrink and change, they find themselves more complex. But where does it come from? Ultimately complexity is driven by core business functions: process, policy, systems, operating models, and is fuelled further by unclear decision-making.

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Jo Hands explains why you need to measure what matters. So much data, so many reports means we’re not sure what we should measure; inactivity of red metrics… Metrics not measured against targets. Targets are soft. There are all issues that we hear from our clients.

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Jo Hands talks about the importance of simplification and where to start when trying to simplify in your own business. Companies create complexity as they grow, and action is required to change. You don't want to shave around edges, so instead create a set of criteria - and be very clear on what must change. Then build a program of work around this.

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Jo Hands is talking perspective. She explains “There are things in life that result in an increase in perspective. It's normally something unpleasant. So it takes some unpleasant to happen to you or someone you love to create perspective. The perspective needs to be strong enough to drive a change in behaviour. The perspective needs to be consistent / enduring enough to make long term sustainable change.”

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How to effectively navigate change...
Change Management, Transformation, Leadership, Strategy Execution
How to effectively navigate change...
Change Management, Transformation, Leadership, Strategy Execution

Jo Hands explains how to effectively navigate change. When it comes down to it, change isn't easy. Most people resist it. Most people find a way or an excuse not to change. It's human nature. But change is inevitable and for high performing companies a must. So as a leader you need to determine, how to navigate change?

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Optimisation is an overused word that can mean a lot of things, so let me explain... can a business perform better than they currently are? Can they improve customer experience, their pricing strategy and financial outcomes to drive a better return? In most cases the answer is yes!

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It’s time to simplify
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Create some momentum in the organisation to simplify - give the executives and leaders the challenge of identifying areas that the company can simplify and put a program of work together to drive change and promote continuous improvement. Be structured and be clear on mandate. Remember what measures gets done.

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How to build the right culture in your company?
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Most people assume building the right culture within a company is simple, but the reality is, it’s quite difficult and very few do this well. Being a start-up or smaller company makes it easier to manage, influence and build the desired culture but as companies grow and evolve it is important that you hold the right culture, and ensure it is driven from the top down.

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Does it take a crisis for change to occur quickly?
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In general companies are slow to make a change but when faced with a crisis they were able to respond differently, quickly, decisively and achieve an outcome. Why does it take a crisis to make a change this quickly? In recent conversations on this topic with my network, many people believe that's just how it is and nothing you can do to fix it -- but I'm not convinced that is right...

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Need support in your organisation? Reach out.

Whiteark is not your average consulting firm, we have first-hand experience in delivering transformation programs for private equity and other organisations with a focus on people just as much as financial outcomes.

We understand that execution is the hardest part, and so we roll our sleeves up and work with you to ensure we can deliver the required outcomes for the business. Our co-founders have a combined experience of over 50 years’ working as Executives in organisations delivering outcomes for shareholders. Reach out for a no obligation conversation on how we can help you. Contact us on whiteark@whiteark.com.au


Article by Jo Hands, Co-Founder Whiteark

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