When Change is Inefficient

I have spent most of this week frustrated - not because of COVID-19, any illnesses, financial challenges, or school reopening. Instead, my frustration stems from broken systems. I understand and support change and will continue to encourage adaptability and transformation. However, systems fail when we do not evaluate our progress or pay attention to data or complaints.

No process or system should become so frustrating to make someone want to change their career, venue, or address. So what are we doing wrong? We are complicating things that should be simple. We communicate vaguely and without certainty and confidence. Also, while our ideas are often excellent, we do not take time to determine what the real issues are. We love to bandage and over-treat minor cuts; while we stuff an open wound with cotton!

So, what do we need to do differently? First, we need to listen to the stakeholders - the persons involved in the processes. They are the ones who have to deal with the new forms, amended processes, or abstract decisions. Secondly, we need to determine what the problems are. Is it the people, the process, the resources, the shifting culture, technology, or something else?

After determining the problem(s), then it is time to determine the direction. What works in other similar areas, and how can we tweak it to suit our culture? Of course, we have to get buy-in from our people, which means having discussions and data collection to get feedback. Remember, we want and need feedback, not just people's buy-in.

We have continuously made the mistake of relying on someone's fleeting dream to lead our development and transformation. It is no longer acceptable as we have a generation to prepare for whose needs are different.

Once something is implemented, we cannot forget to step back and evaluate what has happened. How are people being affected by this change? Has there been any improvement? I spend a lot of time griping about things that could be smoother, more organized, and more efficient. The only power I have is my ability to complain. I do not like to call it complaining; instead, I offer feedback and suggestions.

No change aimed for the better should cause hysteria, frustration, or a blow to morale. We have to recognize when something is not working and be willing and ready to revamp. As we tweak, we must keep the stakeholders updated.

Of course, when we do not listen to the stakeholders, we see the effects of brain drain in the jurisdiction, high turnover in organizations or industries, decrease in GDP, increased crime and mental health issues, etc.

As Andy Stanley has stated, "Leaders who don't listen will eventually be surrounded by people who have nothing helpful to say."

I will continue to be an active stakeholder and share my concerns and suggestions.