Stay in Front of the Change Curve
FountainBlue's October 10 When She Speaks online program was on the topic of 'Stay in Front of the Change Curve'. Please join me in thanking our esteemed panelists.
Facilitator Linda Holroyd, CEO, FountainBlue
Panelist Amber Barber, Associate Vice President, Jade Global
Panelist Shari Begun, Vice President, Worldwide IOT Sales, Renesas
Panelist Cynthia Gao, Head of Global HR, ASML
Panelist Diana Pohle, Senior Director, Commercial Analytics & Insights, BioMarin Pharmaceuticals
Our panelists represented a wide range of backgrounds and perspectives, but had much in common:
a courageous and open outlook about changes they are facing
a resourceful, can-do attitude focused on delivering value
a resilient and collaborative approach which empowers and engages others around them
a centered North Star perspective which focuses on their values and beliefs along with business and customer value
Our panelists shared that managing the change curve starts with adopting a courageous, data-based, strategic attitude, along with the determination and resiliency to deliver measurable outcomes for customers in collaboration with a wide range of stakeholders. Below is a compilation of their best practices on how to stay in front of the change curve:
Be Leaderly.
Accept change as a given and manage and lead in order to stay in front of the change curve.
Leverage your intuition, tempered with data, to strategically and planfully address the changes to come.
Communicate clearly and transparently WHY change is needed, WHAT the change will be, WHEN the change will happen, HOW the change will be implemented, WHO will be impacted, etc.,
Adopt a Strategic and Open Mindset.
Understand how the macro and micro- trends are/will be directly or indirectly affecting your industry, organization and team.
Strategically plan in detail, but be willing to be agile and shift into other strategies based on feedback, market changes, customer requests, etc.,
Leverage scenario planning to help plan agile responses for the external changes which impact yourself, your team, your company.
Plan for both the long-term and short-term needs of the company.
Be a continuous learner, grow a learning culture.
Integrate past learnings into current and future strategies.
Proactively Manage a Change.
Manage the roadblocks around change implementation.
Clearly define success metrics and report regularly on the progress.
Integrate the technologies and tools so that your team and organization benefit, but don't delegate the growth of the company and the management of the tools to the technologies themselves!
Prioritize and deprioritize objectives based on the needs of the company.
Together We're Better.
Motivate, empower and enable your team so that they can fully participate in change initiatives.
Include a diverse, neurodivergent team to help with change management and implementation.
Create a culture which welcomes everyone to lean into change and support each other through change.
None of us can visualize and plan for the future, but our panelists have inspired us to believe that we too can be resilient, positive, powerful and even successful if we face change one challenge at a time, leaning into our skills, our connections, our resources, our capabilities.