Change is the law of life, and those who look only to the past or present are certain to miss the future.

- John F. Kennedy

ccording to legend, steel driver John Henry was done in by a steam-powered hammer. Rather than accept the new tool, he competed with it and thus met his end. His is a tragic story of someone who couldn't or wouldn't adapt to change.

It's easy to identify with him, a folk hero. Why should we be forced to change things that work well, things we enjoy doing, things that make us proud?

The answer: Embracing change leads to success; running from it leads to failure. Effective business leaders have always known this.

To thrive, enterprises must focus on today, while also thinking of the months and years ahead. Professionals are always asking themselves, How will the market shift? Will my competition change? How will my customers and sales force be affected? What are my new goals?

Even if you are an industry leader or your company's top sales generator, you can't rest on your laurels. If you continue with the status quo and lack plans for improvement, eventually you will become as obsolete as John Henry.

Accept it

Humans, by nature, are resistant to change: It's unknown, unpredictable, stressful and scary.

Some people get so stressed when experiencing a shift in their lives, they are in essence paralyzed. Rather than learn to navigate a new landscape, they apply old methods that are inappropriate for current circumstances. This makes the situation worse.

Another common reaction is confusion. Some people are not particularly upset by change. But as new procedures are implemented, they aren't quite sure what to do.

They might be uncertain about the objectives of a change and what their new role is. They may wonder whether previously important issues matter anymore. Or, if there is a problem, they can't decide if it is cause for concern or just a natural part of the change process that will work itself out in time.

Hop aboard

As a business owner or manager, you can do several things to help your company successfully implement changes:

· Plan carefully: Before implementing a change, think through all the possible ramifications. Consult widely to confirm that your plan is sound.

· Embrace change: Focus on the positive aspects of the coming change. Think of it as an adventure that can lead to extraordinary accomplishments for you and your staff.

· Be a visionary: Get a clear mental picture of the end result of the change you're implementing. Then communicate it clearly to your staff. Explain the effect the change will have on your business procedures and their jobs. Be sure each department and individual is given new goals as well as a sense of the organization's overall goals.

· Be realistic: Don't expect your staff to be 100% enthused about changes immediately. Conversely, don't assume they will be vehemently opposed to your plans either. Use incentives to aid the transition. But, more importantly, help your staff find inner motivation for embracing change. Don't promise what you cannot deliver. And let everyone know bumps and glitches are an inevitable part of the change process.

· Recognize achievement: Be sure to notice the good things staff members do during a transition. Acknowledge accomplishments, and give credit when it is due.

· Correct when necessary: It is also necessary to correct behavior that isn't in sync with the objectives at hand. Just because an employee is stressed or confused doesn't mean the individual should be indulged in veering off track.

· Provide resources: Even after you communicate your objectives clearly, your staff will most likely still wonder how the change will impact them. They may also doubt whether the change is wise or necessary. They will inevitably talk among themselves: If you do not provide answers to their questions, worrisome rumors might spread.

Hold informational meetings in large and small groups. Send e-mails containing pertinent facts and developments. Update your internal Web site with a FAQ page containing useful information about your company's new direction.

For those who need to vent grievances or concerns, offer counseling, team building workshops or other methods that will give them tools to cope effectively.

Sure, change can be stressful and confusing, but it can also be exciting and rewarding. And, ongoing change is part of every thriving enterprise. Help your staff work through the expected and unexpected twists and turns, and your company will be that much stronger as you accomplish bigger and better goals.