The Sunday Mail
THIS week, I write to honour the memory of the late Professor Munashe Furusa, former Vice Chancellor of Africa University.
Big Business Ideas
Stephen Chikozho
He was a visionary leader, beloved Vice Chancellor and chief executive officer, who left an indelible impact on all who had the privilege of knowing, working or interacting with him.
Professor Furusa was a guiding light in the higher education and business world, leading by example and inspiring countless individuals to achieve their full potential and, ultimately, greatness.
Through his wisdom, determination and unwavering dedication, he not only achieved remarkable success, but also paved the way for others to follow.
As I reflect on his remarkable legacy, I am reminded of his undying passion for Africa and the profound influence he had on many of us, both personally and professionally.
He was passionate about Africa — a strong African continent with strong African leadership. In all the journeys we had across Africa, Professor Furusa was ever ideating, reflecting and thinking. But it is a discussion that we had when we were sharing a meal of smoke-grilled pineapples and steak at some sea-front restaurant in Angola that still sticks to my mind today. Leadership and managing change was our subject.
“People are not afraid of change. If change brought you a million dollars, you would love it. Wouldn’t you?” he said with a smile.
“People are afraid of loss, and, therefore, change management is about navigating losses and benefits for critical stakeholders.”
Fast-forward, in today’s rapidly evolving business landscape, change has become inevitable for both small start-ups and established enterprises.
Whether it is due to market shifts, technological advancements or unforeseen circumstances like the Covid-19 global pandemic, businesses are constantly navigating through periods of change.
However, while change often brings uncertainty and challenges, it also presents unique opportunities for growth and innovation.
Change can manifest in various forms, such as restructuring, mergers and acquisitions, leadership transitions or adapting to emerging trends. These shifts can be disruptive, and as Professor Furusa rightly noted, lead to loss, be it financial setbacks, employee turnover or a decline in market share.
However, businesses that proactively embrace change and address the associated losses are more likely to stay resilient and thrive in the long run. One essential aspect of managing change effectively is developing a culture of adaptability and agility within organisations.
Companies that foster a growth mindset and encourage employees to embrace change as an opportunity for learning and personal development often excel in challenging times.
Through encouraging collaboration, empowering employees to generate innovative solutions and investing in continuous training, businesses can equip their workforce with the necessary tools to conquer adversity.
Another critical factor in navigating change is effective communication.
Clear and transparent communication between the leadership, employees and stakeholders helps to alleviate concerns, maintain trust and reduce resistance to change, Professor Furusa asserted.
Employees should, therefore, be provided with a well-defined roadmap outlining the rationale behind changes and the steps required to adjust. By involving employees in the decision-making process and recognising their contributions, organisations can energise their workforce, fostering a sense of ownership and commitment to achieving shared goals.
Moreover, Professor Furusa argued that businesses needed to remain nimble and adaptable, constantly scanning the horizon for emerging trends and opportunities.
Keeping a finger on the pulse of the market enables businesses to evolve, pivot when needed and stay ahead of the competition.
Embracing technological advancements, leveraging data analytics and implementing agile methodologies can empower businesses to proactively respond to change and thrive in dynamic environments.
While navigating change, it is crucial to acknowledge the emotional impact that these transitions can have on individuals and teams, Professor Furusa noted.
Therefore, offering support mechanisms such as counselling, mentorship programmes or employee assistance programmes can help address feelings of uncertainty, anxiety or grief.
Change can indeed bring loss, but it can also create avenues for growth, innovation and increased resilience.
Businesses that anticipate and proactively respond to change, rather than resisting or avoiding it, are better positioned to overcome challenges and seize opportunities.
Through fostering adaptability, effective communication, agility and a supportive culture, businesses can empower their workforce and thrive in an ever-evolving marketplace.
In conclusion, change is inevitable and embracing it as an opportunity for business growth is crucial. Successful businesses understand that change is not merely a disruption but a catalyst for transformation.
Through navigating change with resilience, businesses can emerge stronger, more innovative and better prepared for the future.
Stephene Chikozho is managing director for Urbane Create Agency, a strategy, marketing and advertising agency. He writes in his personal capacity. You can follow him on social media (Instagram, Facebook, X, LinkedIn, Threads) WhatsApp +263772409651 or email managingdirector@ urbanecreate.com
