Change gets under the skin...

"I have the impression that our budget is our strategy" and "For me, it's energy-sapping when I have to implement things that I can't stand behind" were the words recently expressed by two key SME executives. Both companies are currently in the process of strategy implementation and change.

Such change and development projects are complex. But complexity is manageable. Success depends to a large extent on systemic interventions. These accelerate and anchor the implementation in the entire organization.

We focus on the 3 engagements. In the dictionary, commitment is defined as follows: Activity, effort, participation, involvement, commitment, zeal, dedication, energy, devotion, exertion, involvement, participation, attachment, obligation. It makes your heart swell, doesn't it?

1. commitment to the organization and the cause: "I'm excited."

Deeply felt visions are carried. Once the meaning of the activity and the company has been emotionally understood, it releases enormous forces for change. But this cannot be decreed from above. Enthusiasm arises from being interested in something that has a benefit and is accompanied by good feelings. If we succeed in awakening enthusiasm in our employees, they will develop a desire to learn. We need communicative and dialogic interaction, debate and digression to create an open culture of discussion. We strengthen trust, co-responsibility and personal responsibility, which is enormously important in order to use complexity as an opportunity and not to run into a dead end when overwhelmed.

2. commitment to own growth: "Lifelong learning."

This means that everyone is committed to always developing personally and unfolding their potential as far as possible. In concrete terms, this means setting one's own goals, reviewing one's basic assumptions, correcting prejudices, making self-experiences, reorienting oneself and expanding one's own options for action. Everyone learns with their situation and grows from it.

3. commitment to female colleagues: "My female colleagues are successful."

This is the acid test, because good relationships are strengthening and significantly promote the change project. Team spirit comes from co-creation. Everyone is committed to the success of the other, you get to know points of view and perspectives, build bridges and tear down walls. From EGO to ECOSystem. We only learn to develop our full potential when we are in relationships that are meaningful to us. And then team learning means first of all listening and understanding the others. If we can create a safe, dominance-free place where everyone participates with trust and welcomes the unexpected, then the new will emerge almost by itself. The procedure requires selected methods and appropriate interventions, which we put together in a tailor-made way.

Conclusion

• Complexity is manageable
• Meaning releases enormous will to change
• Everyone is committed to their own growth
• Team learning means listening first

Text: Jörg Meerholz, EMBA, Professional Certified Coach/ICF, Practicioner Logosynthesis®, Operating Technician, Owner of merik unternehmensentwicklung & coaching gmbh. Develops SME,NPO, organizations and leaders in strategy-, OE, change and innovation processes. Jörg has 15 years of direct management experience as COO. www.merikentwicklung.ch