Depending on the type of business, change can be brought about through a variety of processes. For example, transformational leadership might be needed if an organization is facing major cultural shifts and needs to rebuild its value map for the market it caters to.
Most such changes require more than just cosmetic changes, which means that an organization should have a process in place that will identify opportunities for change.
Although there are many different ways organizations can undergo change internally or externally in order to address growth opportunities, most people may not know when this is necessary. For instance, as a company grows, it may have to change its leadership style and make other structural changes. This ensures that an organization’s growth remains sustainable.
However, not all organizations are in need of major change. In fact, most changes that are required are small scale in nature. When this is the case, people should know how to identify these types of changes so they can take advantage of them.
“People have to be able to identify change early on so they can act fast and capitalize on it. There is no easy way to do this, but awareness of change is a key factor in making it happen,” said Bowling.
Bowling adds that when an organization has the right structure in place and its employees are aware of the changes that are happening around them, they can make improvements in their overall performance and effectiveness through internal processes. This is especially the case when employees use their behavioral intelligence effectively. Behavioral intelligence plays a crucial role in predicting trends and capitalizing on them before others do so.
When employees use their mental models effectively, they can gain insight into what is happening in the organization and make an impact on it. This is done by gaining behavioral feedback from other employees and internal systems, which can be transferred to external systems through a process known as forward prediction. Forward prediction can be used in both a positive and negative context, which means that people should be able to identify these types of changes because they will know how to take advantage of them.
For instance, an organization might have issues with its current leadership style as a result of which it might need to hire another person who will be able to lead the way towards new success in the future. On the other hand, a change made to an organization’s processes might have a negative impact on its overall performance because the new method might fail to work as people expected it to.
Knowing how to identify and capitalize on these changes is an effective way of improving organizational performance through forward prediction. Understanding these changes will also allow employees to build an effective behavioral model that they can use in the future.
Identifying and capitalizing on changes is a process that must be followed if an organization is looking for ways of sustaining growth. When change occurs internally, it should be analyzed by employees so that they can determine what actions they need to take in order for their company’s growth to continue smoothly.