Making An IMPACT In The Midst Of Change!

FRONTOne of the most important factors of any position I consider today is… my ability to make an IMPACT. Here’s why…

In today’s job market, organizational changes are inevitable and are the new normal for big and small companies alike. Long gone are the days where people can stay in a single role/position at a company for 30+ years waiting and longing for retirement. Today’s market is much more fluid; with ongoing acquisitions, re-orgs, organizational changes, reporting changes, etc.; and therefore ongoing changes are a part of today’s reality.In this very fluid market; regardless of roles, titles, & responsibilities; IMPACT is the most important contribution an employee can bring.

Don’t get me wrong, I am not talking about being a short time transient worker that doesn’t have any tenure within a company. I am simply talking about being fluid and flexible enough to traverse the landscape as changes come. This type of tenacity is pivotal as it helps you to quickly adapt and identify your ability to create a positive impact in your new reality, leads to an immeasurable amount of job satisfaction, and shows your employer you can be trusted as a leader to adapt in the midst of change.

So, if you find yourself in the midst of change… I encourage you to spend very little time reminiscing and being tethered to the past… instead push past all the distractions, focus on what is in front of you, and start proactively seeking out areas that you can make an impact now!

Be A Transformation Agent

original_the-secret-of-change-is-to-wall-stickerIt is a well documented fact that most people are not very fond of change and avoid it whenever possible out of fear, but as much as people dislike and fear change, they practically abhor the thought of transformation because it goes against the basic human instinct to want to protect, defend, and preserve what it already in existence.

Driving transformation is different than simply driving change because true transformation requires more than incremental repackaging of the old… it requires being willing to evaluate the current state, being willing to start over from scratch if necessary, and charting a course to the preferred future. True transformation cannot happen unless there is a willingness to do whatever is needed to be successful… that means that nothing (or at least very little) is sacred.

I have worked for large corporation and small startups and although there are numerous differences in these companies… there is a commonality on wanting to rely on what has already been done, rather than what could be. I have heard “but we have always done it this way” more times than I care to remember and I have had to have those difficult conversations to help move people from their embattled positions… to being willing to entertain how transformation could actually improve things.

The bottom line is… I don’t want to be satisfied by just being a change agent… I want to be a transformation agent!

If you want some steps to begin a transformational work. Here is a  link to one of our other posts Getting Back To Basics

What Motivates Employees: Required Training for Business Leaders

“Engage Employees to Engage Customers to Engage Customer Loyalty!” ~Chris Antonelli

I have had a long standing belief that “engaged” employees are one of the main keys to customer loyalty. When we are truly and fully engaged in something we tend to apply all of our cognitive skills to it… rather than just going through the motions and doing the bare minimum to complete the task.

We have all been “served” by someone who is not engaged and not really there to serve us… they are there to make their money and apply the least amount of effort in doing so… but we have probably all experienced the inverse of that too where the person serving us is really engaged and seems to be “on their game” going above and beyond… so what is the difference and how do we “Engage Employees to Engage Customers to Engage Customer Loyalty!”

“Freedom from Command and Control” is a great book and business philosophy going around right now… this concept basically boils down to empowering your employees to do the right thing and encouraging them to utilize their cognitive skills to do their day to day work. One great example of this business philosophy in action is Zappos:

  • In 2001, Zappos more than quadrupled their yearly sales, bringing in $8.6 million
  • In 2003, Zappos reached $70 million in growth sales
  • Over the next three years, Zappos doubled their annual revenues, hitting $840 million in gross sales by 2007
  • In 2008, Zappos hit $1 billion in annual sales, two years earlier than expected (one year later, they fulfilled their other long-term goal, debuting at #23 on Fortune’s Top 100 Companies to Work For

Why has Zappos be so successful? Most would agree it is because their Customer Loyalty is second to none. CEO Tony Hsieh of Zappos believes “Empower and trust your employees. When you take care of your employees they take pride in the work they do, which helps to provide the ultimate customer service.”

So, What Motivates Employees to perform at these levels? Well, here is a video that I believe best articulates this business philosophy and should be Required Training for Business Leaders

The surprising truth about what motivates us:

References:
http://comment.rsablogs.org.uk/
http://en.wikipedia.org/wiki/Zappos.com
http://econsultancy.com/us/blog/4912-q-a-zappos-jane-judd-on-customer-loyalty