Taking your company in a new direction can seem next to impossible, but these 3 simple steps will start you off in the right direction:
1. Make sure you have the best people– Bringing a company in a new direction is definitely an arduous task. People are creatures of habit, and change can not only be difficult but it often feels threatening to those it is thrust upon. That’s why you need to have your top performers on board and bought into the new direction that the company is heading. This can take time, but it is a vital step in the process of change. Before making sure that your people are bought in, you first must make sure that you’re bought in. If you don’t believe, it will show and you can’t transfer something that you don’t have yourself. Make sure the company’s new direction and plan is solid, and then sell your people on it.
2. Communicate the new direction clearly– If there’s one thing employees desire, it’s to know what is expected of them and how the organization wants them to meet those expectations. That’s why laying out the plan for your team is of vital importance. Be sure to include in this communication the specific goals of the new corporate direction, and why it is of strategic importance to the company. When your people know why the new direction is being employed, they’ll be far more likely to buy into it completely.
3. Be precise with the timeframe– There are a few components that a new direction or goal needs to be successful. These components include being measurable, attainable, worthwhile, and have accountability attached to them. All of these components can be addressed when you get focused about the new direction’s timeline. By adding a focused timeline, the direction automatically becomes measurable, and comparing the time allowed to your company’s resources gives insight into the attainability of the new direction. The introduction of a timeline also puts into perspective how worthwhile the goal is to the company’s overall strategy, and once the new direction is put into action the timeline serves as natural accountability for the organization’s top leaders.