Anyone who knows me well understands I crave organization, preparation, and planning. This is probably why, every October, I start searching for a new paper planner. That’s right, an old school paper and pen are my jam. Taking time to carefully choose the correct size and paper quality gets me all giddy. As if that isn’t enough excitement, new colorful pens are also a must when organizing the upcoming year and thinking about how to accomplish everything.

Because I am a realistic planner and organizer, I also understand the necessity to buy whiteout. Maybe that seems like an odd companion to meticulous planning, but I think it’s a silent acknowledgment of life’s unpredictability. Even the best organizers understand that change is the only constant. Planning meticulously signifies readiness, but incorporating whiteout into the arsenal? That’s adapting with grace. It’s the unspoken wisdom that, despite our best efforts, plans will shift, opportunities will emerge, and sometimes, paths need rerouting. Whiteout isn’t just about correcting mistakes; it’s a tool for resilience, a symbol that we can adjust smoothly to life’s surprises without losing our stride.

We all know the best-laid plans tend to go awry—as does life in your firm. Right when you think you have everything under control, out of nowhere, change is forced upon you. Whether it’s industry upheavals altering the market landscape, a valued team member bidding farewell, regulatory changes shaking the foundations of how we operate, or even a global event reshaping our daily lives—these are the changes that test our resilience. Each demands a unique response, showcasing the need for agility in our planning and strategies.

The Wellspring of Change

While change can come in many forms, a common source of change is from owners. Owners of businesses tend to be innovative thinkers and problem-solvers. Owners must trust and take calculated risks but also be resilient if setbacks happen. Owners are natural entrepreneurs, brave enough to jump into the world with bold ideas and look for opportunities to make their businesses successful. Great owners create change. They are disruptors.

A big source of inspiration for leaders to create change in their firms is continuing education and industry events. These events bring together like-minded professionals, offering a platform for them to share ideas, strategies, and best practices. Attending conferences, workshops, and seminars not only provides valuable knowledge but also sparks creativity and innovation. It’s where leaders learn about new trends, technologies, and ideas that can be implemented in their own businesses. These events also offer the opportunity to network with other leaders, exchange perspectives, and gain new insights. With all this inspiration and knowledge gained, it’s no surprise that many leaders come back from these events feeling motivated to make changes in their firms.

Sit and Soak

Look, I get it, and I’ve been there—you attend a great conference, hear a groundbreaking lecture, or witness a software demo so compelling it feels like a revelation. You’re charged with enthusiasm, ready to march back to your firm and set the wheels of change in motion immediately. But here’s my friendly word of caution—succumbing to this impulse might not always be the strategic move. While it’s tempting to ride the wave of inspiration and overhaul processes or systems posthaste, wisdom advises a more measured approach. When you’re the architect of change, it’s essential to proceed with care, deliberation, and empathy. Transformations require thoughtful consideration of their implications on every facet of your organization, your team, and every stakeholder. Remember, just as Rome wasn’t built in a day, effective and sustainable change at your firm will benefit from taking a moment to ‘sit and soak.’ This means absorbing all you’ve learned, reflecting on its applicability, and strategizing on how to implement it in a way that’s cohesive with your firm’s culture, goals, and capacities.

In the decades I’ve spent in this industry, my observation has been this: The best changes are those that are not only innovative but also inclusive and well-integrated into the existing structure, ensuring they’re embraced rather than resisted.

Turning Shake-Ups into Growth Spurts

Word of caution considered, let’s get to the fun part where we get to explore the alchemy of transforming grand ideas and sparks of inspiration into tangible, lasting value for your firm. It’s a process that teeters between art and science, intuition and strategy. Because, truth be told, there’s a right way—and a multitude of wrong ways—to usher these bright ideas from the drawing board to reality.

How do we ensure that our ambitious plans strengthen rather than strain our firm? How do we convert enthusiasm into efficiency and novelty into sustainability? When you return from an industry event with grand plans to shake up current processes or introduce new ones, how can you help set realistic expectations regarding the execution of the idea? Here are some tips on how to use the power of change for good:

• Start with why: Honestly, almost every piece of advice I give to firms as an Operations Consultant starts here. What is the purpose, cause, or belief in making the change? Simon Sinek’s famous Golden Circle, discussed in his incredible book Start with Why, dives into the reasons to start with your why before moving to how and what. You must ensure your team understands why the change is necessary and how it aligns with the overall vision and mission of the firm.
• What’s the true cost? We’re living in the era of hidden fees and unexpected add-ons. For firms making big purchases, like a new piece of case management software, it’s critical to have an accurate and full picture of the investment required. What is the anticipated cost associated with the new program, including the materials required and the potential temporary decrease in productivity? Have you formulated a budget allocation to facilitate the implementation of this novel process or program?
• How long will it take? Communicate a realistic timeframe to thoroughly research the change, implement the change effectively, and provide comprehensive training to the team once the change is rolled out. This will ensure a smooth transition and successful adoption of the new processes.
• Who’s behind it? With any big change, support from firm leaders is absolutely essential. Ensure that the leaders of the teams impacted by the changes are aligned and in agreement, fostering a sense of unity among the team members before the new initiative is implemented. This synchronization among leadership will help establish a cohesive approach and boost the success of the rollout.
• Consider the masses: Hey, you have a team. How will this change impact them? How will the change affect their workflow and performance KPIs? Seek their input, address their concerns, and make them active participants in the change. As Stephen Covey would remind us, begin with the end in mind. Also, don’t forget about your clients! Will this change affect them and their experience with your firm? Make sure to thoroughly consider how the proposed change could impact the client’s perspective and experience within the context of your process modification.
• Understand the spin up time: Patience is a fundamental trait required in any process aimed at improvement. It plays a crucial role in allowing the necessary time for growth and progress to unfold. Assessing the adaptability of your team to change is key to navigating the evolving landscape of business environments effectively. It’s worth noting that resistance to change, although common, can be addressed through open communication, fostering a culture of flexibility, and providing adequate support during transitions. Develop a change management plan to address any resistance and ensure a smooth transition. Monitor progress and performance, adjusting as needed.
• Test drive it: Consider starting a change with a pilot program approach that allows you to initiate the change on a smaller scale first. This approach allows for the identification and resolution of any potential issues before proceeding with full implementation, thus ensuring a smoother transition and successful deployment in the long run.
• Write it all down: Always, always, always document. Stay proactive by updating procedural documents and enhancing training materials to support ongoing success. Review and revisit the processes regularly to ensure they are still aligned with goals and objectives. Don’t let a great idea fall by the wayside due to a lack of proper documentation and follow-through.

Embracing Change for Growth

Creating and embracing change within your firm can lead to exponential growth, improved efficiency, and enhanced client experiences. However, it’s essential to approach change strategically and with open communication, considering the various aspects that may be impacted by the proposed modification. Remember, effective implementation requires a collaborative effort, clear communication, and flexibility to adapt to changing circumstances. Unrealistic expectations can lead to disappointment and frustration, while a positive attitude combined with grounded expectations can drive motivation and long-term success. By incorporating a well-thought-out change management plan, your firm can successfully turn shake-ups into growth spurts for years to come.

Stay true to your firm’s culture and goals while seeking innovative ways to adapt and evolve in this rapidly changing business landscape. Embrace change as an opportunity for growth and improvement, and watch your firm thrive. So, when you return from a conference or seminar full of new ideas and strategies, remember to first take a minute. That pause will have a huge payoff because when change makers shake things up the right way, they ignite growth and transform their firms. Keep on growing!