So… Things aren’t working the way you want them to, or rather, you’re simply looking to improve upon what already works or exists. Awesome! Sometimes we need to push ourselves outside our comfort zone in order to grow!
But here’s where it gets complicated.
From my time in both the corporate and church worlds, I’ve observed two common reactions to change: an immediate panic if new goals aren’t met fast enough OR a super lax attitude that figures something else can be tried in the future.
Before I continue, know that there are occasions when these reactions are completely appropriate. Perhaps your new project is causing you to hemorrhage money when it should be producing quick results. Or, perhaps this project costs you nothing and is simply a reallocation of resources. Fair enough.
But there are many occasions where small businesses, non-profits, and ministries simply don’t know how to react. This, my friends, is where measuring comes in.
Before implementing any changes to your organization, consider the following things:
1. Set realistic goals for your new project or structural change.
Know where you’re trying to go, and if possible, assign a number to it. This gives you a measureable result to track from start to finish of your project, and ultimately, will allow you to see how successful it was!
2. Monitor your numbers.
Keep track of how you’re doing! Do you see changes occurring more at one time than other? Why is that? And what does that mean for your organization? Don’t be afraid to make adjustments if you’re already noticing changes that you do or do not like. You can then use that as a new starting point to track results.
3. A “fail” now could mean a “win” in the future.
If you don’t get the results you wanted, study the numbers and compare them with your own observations. What worked and what didn’t? Create a new plan that starts from that point and change a variable. Keep testing until you find what works! By studying your previous numbers, you have a much greater chance of bettering your results going forward.
