From: http://www.bizjournals.com/

Charles Darwin theorized that only the strongest or the fastest species would survive, while actually, it was the adaptability of a species that would determine its fate.

Similarly, evidence indicates that, just like in the animal kingdom, the survival of the fittest in the business world comes first to those who are able to change quickly and effectively.

If you want to be a survivor, first identify the problems in your business that need addressing, or areas where change is needed, by bringing work groups together and exploring everyone’s challenges.

When the conversation is facilitated properly, employees will feel safe and be encouraged to share their challenges. This vital first step will help unify them as a team.

The Five Basic Stages of Change

There are five basic stages in the change process. Understanding these stages can help facilitate the process of adapting to survive.

1. Pre-contemplation

In this initial stage, individuals may be overtly unaware of their problems or be in denial. As a general rule, “Pre-contemplators” often wish other people would change.

2. Contemplation

Contemplators are aware that they face problems and are seriously thinking about grappling with these problems some time within the next few months

3. Preparation

In preparation for change, these individuals have taken personal responsibility for causing or contributing to the need for change. In addition, these individuals generally have set personalized measurable goals.

4. Action

Individuals and organizations are taking concrete steps in the action stage to change their behavior, experiences or environment in order to overcome their problems.

Individuals and organizations typically need a lot of support during this period; action often brings up feelings of guilt, failure, coercion, and yearning to resume old, familiar behaviors.

5. Maintenance

During this stage, individuals and organizations work to consolidate their gains and prevent relapse.

Go slowly. Anticipate backsliding; meaningful change comes in both forward and backward movement. This is normal and to be expected.

Once you have clarified the challenges your business faces, identify what actions can help the organization achieve a more positive change climate — that is, a climate which encourages an honest assessment of the situation.

Are your employees confident enough to provide input on delicate issues? Or do they hold back and smile, or worse, only say what they think leadership or management wants to hear?

If people don’t feel safe enough to speak up and try to help the department or company solve problems, then leadership is driving partially blind, and undercurrents of fear and chaos are actually controlling and driving your company.

Next discover what employees are already thinking; find out what kinds of solutions your employees have already identified.

Leadership and management often fail to recognize that outstanding ideas for improvement already exist in their people. If your employees are frustrated, obstinate and difficult, it may be because they care and want to help, but feel like leadership doesn’t value their input.

All major change efforts have the probability of providing great opportunities for financial, organizational, and interpersonal growth. Designing the plan for change is the easy part. Implementing the plan effectively and gaining buy-in from all participants is where most leaders fall short.

Understand the five stages of change and improve your odds of being successful. These are the hallmarks of creating a positive change climate.