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Your Technology Drives Your Organization’s Culture

The Right OMS Technology is Critical, Part 2

Once you have made the wise decision to treat the OMS as a business process, then you can tackle the next issue (which is decidedly different); culture change.  

Deciding on new business processes, work flows, systematic changes and other inanimate concepts is easy. The real challenge is changing the people who are affected by the changes. 

People are what make OMS technology work. This dichotomy of people and software is what creates a dynamic and effective system. Both are critical for success. Without the proper people to run it, the software does virtually nothing. Without OMS technology, people are inefficient, uninformed, and have little knowledge of what’s already been done and/or needs to be done.

I had a hand in driving a pretty dramatic culture change in my organization. The experience gave me a lasting appreciation for how difficult and painful culture change can be. However, in order to achieve the results you’re seeking, it absolutely has to be done.

Culture change is challenging, but not impossible. In order for change to happen more easily and the transition into the new way of doing things go more smoothly, pressure must come from the top of the organization down.

The fact is, some people will not change unless forced to do so. You will be implementing new work orders, processes, work flows and new assignments for people. This upsets their world and creates uneasiness, suspicion and in some cases, paranoia.Of course, the degree of difficulty you will experience will be in direct proportion to how much your organization needs to change. Suffice it to say, there will be some pain involved. 

So, if the decision-makers in your organization do not see the value or understand the concept of operations management and how it will benefit them and if they are not fully committed to making the changes necessary to realize the benefits, then I suggest waiting until they are. Otherwise, your efforts will fail at the first sign of resistance.

Someone (usually a long-time employee who finds comfort in the status quo) will complain loudly (and often), management will be sympathetic, and the process will cease. 

Don't let your hard work and good intentions be undone.

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