As landscape industry consultants, our team is typically engaged for a few reasons. Either clients are having trouble breaking through some growth barrier, not making enough money or just not having any fun. Sometimes all three.
At Envisor, we’re always looking for the root cause of these challenges. Whether it’s operational inefficiencies, poor financial management, or a lack of strategic direction, the common denominator is usually one thing—change is required. However, change is often met with resistance, which can derail even the best intentions. Change is difficult! The ability for an owner, and more importantly an organization, to implement positive change is the key to success.
Why is Change So Hard?
Change is never easy. Whether it involves people, processes, or organizational structures, change can stir up a wide range of emotions—anxiety, fear, and even resentment. As a landscape business owner, you might be dealing with entrenched systems and long-standing employee roles. These elements, although they may have worked in the past, could now be holding your company back from achieving its goals.
Change, as illustrated in the figure below, can be lumped into four distinct quadrants based on two key factors: value and difficulty. These quadrants are:
- High value/low difficulty
- High value/high difficulty
- Low value/low difficulty
- Low value/high difficulty
High Value, Low Difficulty
To achieve maximum impact, it’s best to focus on high-value changes first. Changes that fall into the first quadrant
—high value, low difficulty—are typically the easiest to implement and yield quick wins. These might include
upgrading software, implementing minor process adjustments, or making small tweaks to your service offerings.
The Essential Components
Effective change management plans are composed of six components:
Defining Objectives
The first and most important step in any change management plan is to clearly define the objectives. What exactly are you trying to achieve? Clearly defining the change objectives develops the “why” behind what you’re doing. As with most complex change, there needs to be a compelling motivation to disrupt the current way of doing business.
Without a clear “why,” it’s easy for your team to feel disconnected or resistant to the change. Perhaps you’re seeking to improve efficiency, reduce costs, or reposition your company to target a more profitable customer segment. Whatever the objective, it must be specific, measurable, and relevant to the overall goals of the company.
The Essential Components
Effective change management plans are composed of six components:
1. Defining Objectives
The first and most important step in any change management plan is to clearly define the objectives. What exactly are you trying to achieve? Clearly defining the change objectives develops the “why” behind what you’re doing. As with most complex change, there needs to be a compelling motivation to disrupt the current way of doing business
Without a clear “why,” it’s easy for your team to feel disconnected or resistant to the change. Perhaps you’re seeking to improve efficiency, reduce costs, or reposition your company to target a more profitable customer segment. Whatever the objective, it must be specific, measurable, and relevant to the overall goals of the company.
2. Risk Assessment and Management
With any change, there can be risks. Change may impact your customers, personnel or financial position negatively if not handled properly. It’s important to quantify the ultimate downside of the change process along with the benefits. When changing how you price work or when rebalancing your maintenance portfolio, consider the impact on your customer and potential sales conversion rates.
When changing your structure, business approach or processes, your internal team may have negative perceptions or reactions. Will anyone feel threatened or leave? How will the proposed changes impact the organization financially in the short or long term? Do your best to quantify the negative risks in all areas so you can adjust and muscle through when the going gets tough.
3. Developing a Communication Plan
A successful management strategy relies heavily on clear and consistent communication. Your team needs to understand not only what is changing but also why it’s happening and how it will benefit both the company and themselves. Without transparent communication, even the best-laid plans can fall apart.
Your communications strategy should be designed to inform and motivate your employees. Outline the advantages of the change and how it aligns with the company’s long-term vision. Regular updates will keep the team engaged and reduce uncertainty. This can be as simple as sending out weekly email updates or holding regular team meetings to discuss the progress of the initiative.
For example, if you’re changing the process for a project, explain how this shift will reduce errors, streamline operations, and allow employees to focus on higher-value tasks rather than administrative ones. Employees who understand the value of the change are more likely to support it.
4. Building the General Plan
The core of your change management model is the roadmap that outlines how you will move from where you are now to where you want to be. This plan should detail the steps involved, the timeline, and the key players responsible for each action. The more specific you can be, the better.
For example, if you’re implementing a new employee training program to improve safety standards, your plan might include timelines for curriculum development, training plans, and milestones for evaluating the program’s potential impact. Who will be responsible for each part of the process? How will you measure progress? What resources will be required? Addressing these questions in your plan ensures that everyone involved knows their role and what’s expected of them.
5. Managing Resistance
Change is emotional. There will inevitably be some initial resistance, especially when the changes disrupt the normal workflow or challenge long-standing practices. Start by understanding the emotional aspect of change. Employees may fear losing their jobs, losing control over their work, or being unable to meet new expectations. Acknowledge these concerns with empathy and provide reassurance. This may involve one-on-one conversations, offering additional training, or explaining how the changes will lead to personal growth opportunities.
At the same time, it’s important to recognize that not all resistance will be emotional. Some may be logistical. In this case, hands-on training and support can go a long way in easing the transition. As the change manager, it’s your job to overcome the resistance in order to move the ball forward. Consider that in the life cycle of complex change, there is a low point where resistance is greatest prior to breaking through. Don’t get stuck there!
6. Continuous Improvement
As change is rolled out, be open to improvement opportunities and suggestions. Change is not a one-time event; it’s a continuous process. Once the initial phase of the change has been implemented, it’s essential to stay open to feedback and look for opportunities to improve. This not only ensures that the change sticks but also fosters a culture of innovation and adaptability within your company.
Encourage your team to offer suggestions for refining the changes. This might involve adjusting how new systems are integrated into daily operations or fine-tuning processes based on real-world feedback.
Creating Change with Envisor
Change may be challenging, but it’s crucial for growth in the competitive landscape industry. Whether you’re facing operational hurdles, shifting market demands, or internal resistance, the ability to implement change effectively is what sets successful businesses apart. A structured change management plan, customized for your business, is the key to making sure your company thrives.
At Envisor Consulting, we specialize in helping businesses like yours navigate these transitions. From defining objectives to managing resistance, our team of experienced consultants will offer guidance to you every step of the way, ensuring that the changes you implement not only stick but also encourage long-term growth.
Don’t let the fear of change hold your business back. Contact us today to learn how we can help you design and execute a tailored change management plan that moves your organization toward its goals.
