Change is the only constant. It’s always been with us, always will be, and for some, it’s never easy. Science, technology, transportation and communications are advancing so rapidly that all of life seems to be in constant transition. At times, you may have to make major changes to your business in order to survive and prosper. Many people naturally don’t like change because it creates uncertainty. So, how do we break down that fear and welcome necessary change?

The first step to effective change management is learning to anticipate the need for change so we can get out in front of it.

Wayne Gretzky captured the essence of this principle by saying, “A good hockey player plays where the puck is. A great hockey player plays where the puck is going to be.”

Many of today’s business executives are in denial. They refuse to face the seriousness of the changes that are occurring in the workplace from things such as global competition, advances in technology, automation, increased governmental intervention, immigration and the changing values and motivations of workers (such as Gen X and Gen Y).

So, ask yourself these questions: What are you doing to anticipate change? To stay current with new market/employment trends? To encourage team members and help upgrade their skills and knowledge?

If you’re like most executives, I’m afraid your honest answer would be, “Not nearly enough.” And, unfortunately, many executives realize the need to change when it’s too late.

It’s been said that we change only when the pain to change is less than the pain to remain as we are. Assuming change is needed, where do we go from here?

The second step to effective change management is dealing with the change in a strategic manner that works for your industry, your organization and you.

You are your company’s change agent. You must intentionally develop your company’s plan to stay in front of market trends and proactively change to meet them head on. Once you’ve developed a plan, you can move on to implementation.

The third step to effective change management is to communicate and implement your change management strategy. Personally dealing with change is one thing. Helping others deal with it is another.

You can help people more effectively manage change by:

• Helping them understand the reasons for the change. Make sure everyone involved understands the rewards of change and the consequences of not changing.

• Considering the impact of changes on the people involved and taking steps to minimize adverse effects.

• Giving people opportunities to share in the positive benefits of change. People want to know WIIFM? (What’s in it for me?)

• Implementing the plan so that the change creates new work processes supported by policies and procedures that produce positive, measurable results.

Change is coming. So, get out in front of it so you can effectively manage it into growth for your business and those who work in it.

Martin Harshberger is the founder and President of Measurable Results LLC, as well as the author of “Bottom Line Focus.” He has extensive executive management experience in Fortune 500 companies, as well as start-ups and mid-sized organizations across all industries. For more information on Martin, call 662-844-9088, email martin@bottomlinecoach.com or visit www.bottomlinecoach.com.