Leading Through Change – Quick Tips

Organisational change was once a seasonal experience. But today, managing continual disruption is a skill required of most leaders. Change management is the new management, which makes doing it effectively that much more difficult. Change and transition management is such a critical skill to develop. The alternative of dealing with the aftermath of mismanaged or unmanaged transition every time you turn.

The following are a few best practices and activities that successful change programs have in common:

  • Communication means communicating openly about the transformation’s progress, success, and its implications for individuals. It also means using a consistent change story to help align the organisation. Transparent communication and behaviour builds trust.
  • Leading by example. Leaders should embody the change and spend a significant amount of time working on the change. They should also take on the responsibility of leading and developing their teams.
  • Engaging employees.The most successful transformations proactively engaged the workforce through several means. They hold the change leaders accountable, clearly defined roles and responsibilities, allocating employees to support the change, give supportive employees key roles in the change effort, and assigned high-potential employees to lead the transformation.
  • Resistance to change is a natural human response, often stemming from fear or discomfort. The key to managing resistance lies in understanding its root causes and addressing them through empathy, support, and reassurance. Providing necessary training and resources can also help ease the transition. Proactively dealing with resistance smooths the change process and fosters a positive work environment.
  • Consolidate and embed the Change A key stage of the change process is integrating the change into the organisation’s everyday operations and culture. This involves reinforcing the change through ongoing training, communication, and recognition. It ensures the sustainability of the change and its continued contribution to the organization’s success.
  • Continuous improvement. Planning for continuous improvement is another trait that boosts success rates. Organisations can do this by ensuring that everyone in the organisation understands how their work relates to the organisation’s overall vision, identifies errors before they reach the customer, identifies, and share best practices, continually develops, and stays engaged with their personal goals and targets.

Leaders need to be committed to and actively involved in the transformation process for success. Leaders must demonstrate a clear vision, provide resources and support, and be willing to take risks. By setting an example of change readiness, they can help create a culture that supports transformation initiatives.

We love the following visual representation by McKinsey & Company underscoring the criticality of change management when transforming your organisation. Our clients understand this, and are well placed to successfully transform their business:

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