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7 Ways to Move with the Times and Develop a Culture of Change

7 Ways to Move with the Times and Develop a Culture of Change

Change is viewed as an agent of growth. Everything around us is constantly adapting to consumer demands and businesses must be adaptable to keep up with change. Particularly in the digital world, things move at lightning speed.

In the arts, organizations can be very ambitious with their plans, and the key to success is instilling a culture that can adapt to change. Taking risks and finding new ways of running things could be just what organizations in the arts need.

Change helps us innovate and to move forward, and as we think about how to embrace change within team Spektrix, I think there are seven driving principles to set your business up for success.

1. Have a clear end goal. Having an ultimate vision for your organization helps people know what they’re working towards. People can then engage in thinking about what needs to be done to help the organization move towards that end goal.

2. Strong values that provide the foundation for change. Change can only come about in environments that allow people to have opinions, that encourage people to push themselves to do better and to take some ownership of the business.

3. Don’t do things because that’s the way you’ve always done them. It’s really easy to fall into bad habits and sticking to ways of working because that’s the way it’s always been. We believe that’s just a lazy excuse. Why wouldn’t we try to find a better way of doing things? We constantly think about working more smarter and we’re always open to finding a better way of working.

4. Smart ideas can come from anyone. We don’t believe that only the senior people in the business can have good ideas. Smart solutions can come from anyone, anywhere. We positively encourage everyone to take accountability for the business, and to speak up if they see a better way of doing things.

5. Calculate the risk. Change comes with risk, so it’s important to pause for a moment and think about the possible outcomes of the change. This means asking the right questions and ensuring you’ve got all the information you need before you instigate a new process.

6. Be committed. Change can only really come about if people are committed to it so if a decision has been made to do something differently, everyone needs to get on board with it. It’s okay to challenge ideas, but ultimately people need to commit to something to make it successful.

7. Don’t be afraid of failure. Failure is just part of the process, it reflects the fact that we’re working to try to find a better solution and that we’re not just standing still. The most important thing is that we learn from our mistakes and move on from them. Make sure to reward innovation, rather than just success. If you focus on just success, people won’t take risks for fear of failing. Failure is proof that you’re trying.

“It is not the strongest or the most intelligent who will survive but those who can best manage change.” - Charles Darwin

Give your team the tools to deal with changes and keep them in the loop, and they will embrace the future with you.