Change
 

By Bill Nichols
Regional Director, Loss Prevention
Bed Bath & Beyond

“There is nothing wrong with change as long as it is in the right direction”. Winston Churchill

“Any change, even a change for the better, is always accompanied by drawbacks and discomforts”. Arnold Bennett

“When you are through changing, you are through”. Bruce Barton

Many of us have our favorite aphorisms and philosophies regarding change. And no matter whether we like change or dislike change, it is a fact of life and a fact of business that we must contend with every day; no less so in the discipline of Loss Prevention. In fact, many of us find ourselves as the agents of change on a fairly regular basis. How we effect change, especially when problem solving, often defines how we are viewed by our organization and our peers. And while some changes we get involved with are not always within our power to control, those that we are intending to create, whether for tactical or strategic purposes, must be thought through for both application and outcome.

Although there are many ways to define and analyze change, I often characterize change as being of two types: revolutionary change and evolutionary change.

Revolutionary change is a dramatic, immediate upheaval. It is a drastic action and/or result, and often follows as the outcome of an investigation or store performance review. As such, it may not be a negative from the standpoint of result. If not managed correctly, or if not planned, it can be perceived as a negative, and often times the reality is negative as well. Revolutionary change is usually not a permanent change, but rather a change that leads to other changes, sometimes revolutionary, but preferably evolutionary.

Evolutionary change is gradual, by degrees, hopefully resulting in the development of positive habits and routines. Evolutionary change can be the positive result of revolutionary change. It is the most effective method of creating a change in culture in an organization. The best evolutionary change must begin with an understanding of what needs to be changed and why. The process must then be well thought out, planned and managed, with specific goals and milestones. The application of change management techniques, such as communication, follow up and the building of partnerships, helps to overcome obstacles, especially when an aspect of culture is the goal of your change.

If planned properly and managed well, change can and will become another tool in your management toolbox, rather than another annoying disruption to your routines.