Developing Cultures
Every sales organization has a distinct culture. Sometimes the culture is fragmented and difficult to understand and often many of the sub-cultures can go unrecognized until the change process is introduced. How an organization addresses the need for change and the process of implementation will define the success of the process.
Bringing about significant change in the way a sales organization works, frequently necessary in our current environment of major technological innovation and globalization and increased customer demands, is a tremendous challenge. On the technical side, it may be relatively easy (although costly) to introduce new technology, work processes and structures. Experience tells us, however, that getting people to enthusiastically support such change is a more complex and difficult task, with many companies failing to achieve the required change, particularly in realistic commercial timelines.
Your organizational culture affects what decisions are made, overall sales results, profit margins, opportunities secured, who gets promoted and how the work force behaves. Cultures bind people into a cohesive group. In a healthy organization, that group is committed to the expectations and practices of the organization. Often change is considered to be a response to poor performance, however, change can be a sign of healthy business growth. Many other factors, both internal and external, bring about change. Fluctuations in the market, the economy, the labor force, technology, legislation, competition and certainly globalization are just a few of the external factors that can influence a business. Internal factors include finances, products, production layout, leadership, employee grievances and turnover. Other positive factors include the necessity for change due to mergers or buyouts or other changes in ownership or leadership. Change can be necessary to ensure business survival.
Change is often perceived as a threat particularly in organizations that are in-experienced in change and have long standing employees, especially when large scale change is required in a sales organization. Yet one thing is constant. People are resistant to change. We are all creatures of habit and will continue doing the things that we are doing unless those habits are reformed in some manner. Organizations can often be more resistant to change than an individual. They are made up of several individuals, each having his/her own resistance, therefore providing collective resistance. Change also often requires utilization of limited resources. Costs can be prohibitive. The politics of an organization and threats to an individual's power or influence can often deter necessary change as well.
The primary factors to why change is not achieved:
However, carefully managed change does succeed with the right structures, tools, management and measurement.
Therefore, the first step in implementing change is to get sales management and sales employees to buy in to the need for change and the changes themselves. It is very important that all employees be informed about the issue bringing on the need for change, the possible outcomes and the plan for solution. They must also understand their own roles in the process. This will help break down barriers to implementing the change. Once the changes have been implemented, over time they will become the new habits that bring desirable results. Who you select to lead the change management process will define the outcome. The leadership of the change must be decisive, experienced and capable of leading the people through those fears and barriers with timely management and bring about successful change at all levels affecting the sales organization.
Sales Focus International is recognized globally for their expertise in change management and specifically bringing about sustainable change in just 90-120 days for two decades. We have an unprecedented record of success. If your organization requires to embark on a change management process, you need the experienced and knowledge to assist in guiding you through the process, whether through the direct management of your team (a solution often considered) or through coaching of your leaders of change. For further information, please telephone our office nearest you.