Regie op verandering

Panta rhei, alles beweegt en alles stroomt. Stilstand is achteruitgang. Sterker nog, als er geen beweging meer is, gaan organismen uiteindelijk dood. Voor organisaties geldt in feite hetzelfde: continue aanpassing aan de omgeving is essentieel. Alleen gaat verandering in organisaties niet helemaal vanzelf, ondanks dat huidige veranderbenaderingen vaak gaan over organisch veranderen vanuit ‘de bedoeling’. Veranderen in en tussen organisaties vraagt wel degelijk regie, en dus ook organisatie.

Maar waar hebben we het dan over? Voor je het weet wordt het voeren van regie verward met het ‘blauw’ sturen via projectplanningen, deliverables en control-protocollen. En dat schiet bij organisatieverandering al snel het doel voorbij…

Met regie voeren bedoel ik het bewust sturen op het aan de gang houden van de ontwikkelingen die nodig zijn om een verandering te realiseren, op zodanige wijze dat het beoogde perspectief gerealiseerd wordt. Als de regisseur van een film, waarbij er ook ruimte is voor improvisatie.

Daarbij realiseer ik me natuurlijk dat dit een vage omschrijving is. Want het maakt nogal wat uit of de verandering gaat over het introduceren van een andere manier van werken, het doorvoeren van ICT-veranderingen, een fusieproces of het starten van een samenwerkingsverband tussen organisaties. Toch is er wel een aantal principes te benoemen, die bijdragen aan effectieve regie op iedere verandering:

  • Benader een verandertraject als een programma, op basis van een bondig plan met een samenhangend en overzichtelijk aantal (tussentijdse) resultaten. Ook een heldere naam is zeer functioneel;
  • Creëer een regierol en beleg die bewust bij iemand of bij een klein team, met een link naar RvB of directie. Investeer ook bewust in tijd en ruimte;
  • Maak ruimte op en in de relevante agenda’s, zodat de verandering de aandacht krijgt die nodig is;
  • Voer regelmatig het gesprek over de voortgang en de (tussen)resultaten, zowel qua inhoud, als proces en relaties: ben je op de goede weg?
  • Leg bij het nemen van beslissingen steeds de relatie met de veranderdoelen. Dragen ze bij? Of juist niet? Daarmee wordt de verandering verbonden aan de dagelijkse realiteit;
  • En een zeer obligaat maar vaak onderschat principe: zorg voor heldere communicatie! Over het proces, over resultaten, over wat goed gaat, maar ook over wat meer aandacht vraagt.

Zonder het expliciet inrichten van ‘regie’ is de verleiding van de dagelijkse drukte erg groot. Deze week merkte ik dat weer in de klantorganisatie waar ik nu veel ben. En dat is op zich niet vreemd, want in de dagelijkse drukte ligt ook het bestaansrecht van een organisatie. Maar veranderdoelen raken daarmee mogelijk uit beeld, wat uiteindelijk het bestaansrecht van de organisatie in gevaar kan brengen. Kortom, organiseer regie op verandering om de balans tussen nu en straks in evenwicht te houden.

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