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Visual indicators of change
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Leaders plan and initiate change and to make change happen they put their efforts in identifying power bases in the organization, form coalitions which would strengthen their hands during implementation, take pains to communicate the rational aspects of their intent and so on and so forth. The change then is deployed through the structural changes, systemic and procedural changes that precede and go along with the change programme.
More than procedural and structural changes
These are essential but not sufficient in making the change happen.
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For the change initiative to be effectively implemented involvement and buy-in of people is a necessity. People do not count the number of procedures or systems that have been mapped and changed. They look for signs that are sure indicators of seriousness of efforts, honesty of intent and credibility of all the talk of change propaganda before committing themselves to the cause at hand.
When physical and symbolic changes are integrated with structural changes and process changes, the puzzle of managing change can be pieced together seamlessly.
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Physical changes all around
Physical changes to the environment where change is being implemented, can influence people by increasing their awareness of the change processes. Physical changes include modification in office design e.g. change from separate chambers for bosses to open office design where the team (including their leader) share similar cubicles to exhibit an emphasis on team culture rather than hierarchical bureaucracy. Another example could be display of values and their meaning in colourful and attractive designs to catch the attention of the people and improve their understanding of the same. Also a physical change in terms of how performance is shared with employees through large display of key performance indicators with cause and effect relationships in the work places will have an enormous effect on employees outlook towards their work and understanding of lead indicators in their area of work. This method may prove quite effective in an organization contemplating move towards management by facts.
These “physical changes all around” catch the attention and when planned meticulously, the imagination of the people who are going to be the key participants in the change programme and changed processes.
Physical changes though important may not have an everlasting impact on the behaviours of the employees, which may in turn impact the culture of an organization, but definitely, the kind of physical changes explained above will result in enhanced awareness and visibility of change efforts being carried out by the leaders. Physical changes have greater meaning when they are backed up by symbolic changes as well. Together they make an effective combination.
Symbolic changes – to enhance perceptibility
Symbolic changes are those, which suggest that not only the physical environment has changed but also the way things are done is changing too. For example, not only is the office layout changed, but also the “formality” in official work is made to disappear. Leaders insisting on being called by their first names and encouraging informal chats with employees are some of the symbolic changes.
Attractive displays of values around the work place is not sufficient, until leaders in those area make it a point to live those values, engage employees in debates where paradox of values and performance are sorted out with out compromising on either of them. Such strong symbolic gestures, when seen and felt by the employees with respect to the values, create a striking impression on their minds and may have subtle influence on their attitude towards the on going change.
Displaying key performance indicators can catch the attention of people, but leaders taking ownership of critical success factors or key performance indicators and seeking engagement of people in their area for arriving at creative ideas in order to achieve the targets is another example of putting in symbolic changes in support of physical changes so as to pursue the overall change programme.
Physical changes are noticed by sight where as, symbolic changes make an indelible impression on mind. Symbolic changes have the potential to inculcate desired behaviours in the people around, which makes the implementation of the change programme a reality.
Physical and symbolic change provides the glue which can bind the organization to a common cause during the difficult and treacherous task of implementing change and makes the change programme far more enjoyable and far less taxing for the organization.
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